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Fair Work Act amendment: Australia enforces ‘Right to Disconnect’ for employees.

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Australia has recently made strides in promoting a healthier work-life balance for its employees through the enactment of the “Right to Disconnect” legislation. This legislation, incorporated into the Fair Work Act 2009 (Cth), grants employees the authority to disengage from work responsibilities beyond their regular working hours.

What is the “Right to Disconnect”?

The “Right to Disconnect” legislation bestows upon employees the legal right to decline monitoring, reading, or engaging with work-related communications from their employer or third parties outside of their regular working hours. This encompasses various forms of communication, such as calls, texts, emails, and messaging services.

However, it’s crucial to note that this right is not absolute. There are instances where employees may be expected to respond, such as in emergencies or when there are legal obligations to do so. This right is explicitly acknowledged and protected under the Fair Work Act 2009 (Cth).

Reasonable after-hours contact

The concept of reasonableness plays a central role in the “Right to Disconnect”. Several factors influence whether out-of-hours contact is considered reasonable:

  • Reason for contact: Urgent matters requiring immediate attention may justify after-hours communication. Conversely, routine tasks can wait until the next workday.
  • Communication method and disruption level: A quick text might be acceptable, while a late-night phone call could be disruptive to an employee’s personal time.
  • Employee compensation and job role: Employees compensated for additional hours or whose roles inherently require after-hours availability may be more receptive to out-of-hours communication.
  • Employee’s personal circumstances: Unexpected situations like childcare needs could affect an employee’s ability to respond promptly.

Other factors to consider

  • Reasonable additional hours: If an employee’s contract stipulates working “reasonable additional hours” factored into their pay, after-hours contact might be expected.
  • Flexible work arrangements: Employees with flexible work schedules that allow for personal tasks during work hours (e.g., school drop-offs) might be less available after hours.
  • Third-party contact: The right to disconnect extends to work-related contact from third parties. Employers should ensure clients or partners refrain from excessive after-hours communication with employees.

The Fair Work Commission (FWC) will release further guidelines to clarify the legal boundaries.

Dispute resolution

When an employee and employer disagree about what constitutes “reasonable contact,” a designated dispute resolution process is in place. The Fair Work Commission (FWC) serves as a platform for airing disagreements and reaching resolutions.

Initially, both parties should endeavour to resolve the dispute amicably. If these attempts prove unsuccessful, either party has the option to escalate the matter to the Commission.

At the Commission, either party can seek one or both of the following remedies:

  • Request a “stop order” to halt specific types of contact deemed unreasonable.
  • Pursue resolution of the dispute through the Commission’s procedures

The legislation implementation date

The “Right to Disconnect” comes into effect on 26 August 2024 for all businesses except small businesses and on 26 August 2025 for small businesses.

Next steps for employers

Employers should take proactive steps to implement the “Right to Disconnect” legislation effectively. They should start by assessing their business needs, considering factors such as the frequency and necessity of out-of-hours contact for employees. It is crucial for employers to engage in open communication with their workforce, discussing the implications of the new law on work-life balance.

Furthermore, they should update company policies and employment contracts to incorporate provisions for out-of-hours contact and the right to disconnect. Finally, employers should reflect on the broader cultural impact of the legislation, including its effects on employee well-being and job satisfaction.


This information is general and not intended to address the circumstances of any particular individual or entity. We recommend that you discuss your specific circumstances regarding this topic with your HR professional or employment lawyer.

Fair Work Act amendment: Australia enforces ‘Right to Disconnect’ for employees

About Acclime.

Acclime helps established multinational companies and startups start and operate their business in Australia and the APAC region. By seamlessly navigating our clients through the complexities of Australian laws and bureaucracy, we allow them to reclaim valuable time and fully focus on growing and developing their business.