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The discourse around the Right to Disconnect before it was implemented was immense, yet since it’s been imparted to workplaces, many feel it hasn’t had the desired impact.
The International Workplace Group (IWG), in its predicted workplace trends for 2025, has slated the Right to Disconnect as a serious mover and shaker in the year to come. First being implemented on 26 August 2024, some have labelled the reform – a part of the Closing Loopholes reforms – as “more symbolic than substantive”.
However, now, many predict that the legislation will be taken more seriously by employees who are extremely fond of their flexibility.
Damien Sheehan, IWG’s country head for Australia, recently spoke to HR Leader about the predicted increase in workers making use of the Right to Disconnect, touching on how the “always-on” attitude has blurred the lines between work and life.
“Advancements in technology continue to enable the growth of flexible working practices; however, it has also created the perception of ‘constant availability,’ blurring the lines between work and life,” Sheehan said.
Such practices were especially commonplace during the pandemic, when employees felt the pressures of work and the need to respond to managers, even outside work hours. In response, several countries, including Australia, have begun to adopt “right to disconnect” laws to protect employees’ time.
“Reflecting the growing preference for flexible and hybrid work options, last year’s ‘right to disconnect’ laws in Australia give employees the right to refuse to respond to their employer outside work hours,” Sheehan said.
Reflecting on the IWG data, Sheehan intertwined the love that Aussie workers have for flexibility with the potential of engaging with the right to disconnect more often – claiming it can be a pillar to alleviating burnout.
“Research from the International Workplace Group has shown that Aussies prefer flexible and hybrid working options, with 76 per cent of Australian hybrid workers having lower stress levels and 78 per cent being happier under the hybrid working mode,” Sheehan said.
“This also ties in with research from Stanford University’s Professor Nicholas Bloom that shows that instead of hampering productivity, the hybrid model boosts productivity by 3 to 4 per cent on average.”
“As more organisations embrace hybrid working, we expect the ‘right to disconnect’ laws to have an impact on the Australian workplace in 2025, helping to reduce burnout and promote work/life balance.”
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
