Australian employers embrace right to disconnect, boosting wellbeing

Research from a specialised recruitment firm has found that a majority of Australian employers have received requests from staff to exercise their right to disconnect, with most businesses taking steps to support this workplace change.

The findings come a year after the Right to Disconnect amendment to the Fair Work Act came into effect. The amendment allows eligible employees to refuse employer or third-party contact outside working hours in certain circumstances.

Formal and informal feedback

The study, which surveyed 500 hiring managers across finance, IT, and human resources, revealed that 56% of Australian employers have received formal requests or complaints from employees asserting their right to disconnect, while 15% have received informal feedback or comments. Only 26% reported no concerns or comments, and 3% were unsure whether they had received any feedback.

Breakdown of responses shows 30% of employers noted multiple employees have raised formal concerns or requests, while 26% have received such requests from only one employee. Regional differences emerged, with Western Australian employers more likely (78%) to have received formal concerns or requests, compared to Queensland (62%), New South Wales (43%), and Victoria (42%). Further, formal notice from multiple employees was far higher in Western Australia (51%) than elsewhere, with New South Wales at 18% and Victoria at 22%.

New South Wales and Victoria employers reported higher incidences of informal feedback - 20% and 24% respectively - than Western Australia (7%) or Queensland (10%).

Changing expectations

The research found that expectations regarding after-hours communication have shifted since the introduction of the right to disconnect. A majority (59%) of employers perceived that employees' expectations about after-hours contact have decreased, suggesting that staff now feel more empowered to disengage once their workday finishes.

In 13% of cases, employers said expectations have increased, while around a quarter (26%) have seen no change. A small minority (2%) were unsure.

Measures taken by employers

Almost all surveyed employers (93%) reported implementing at least one measure to support employees' right to disconnect. The actions taken varied, but most related to improving clarity around communication expectations and updating company procedures.

According to the survey, 29% of employers have created clear communication practices around expectations not to respond to after-hours contact, sometimes including specific messaging in company email signatures. Another 27% have given managers extra training on managing after-hours communication, 26% have reviewed or updated human resources policies, 26% have modified on-call or emergency response procedures, and 25% have clarified protocols for urgent matters.

Additional adjustments saw 25% redistributing workloads, 23% investing in new communication tools or technologies, 21% increasing staffing levels or resources, and 21% adjusting project timelines or deadlines.

Wellbeing and balance

A majority of employers (77%) have observed improved wellbeing and work-life balance among staff since the legislation came into effect. Another 21% have not noticed any impact, while only 2% believe wellbeing and balance have worsened.

"The 'right to disconnect' has sparked a positive change in workplace dynamics, with employees actively embracing the policy to set healthier boundaries after work hours, challenging the 'always-on' culture that has become so prevalent," says Nicole Gorton, Director at Robert Half.

Gorton added, "The striking regional variations, particularly the high engagement in Western Australia, highlight that cultural norms and local industry dynamics play a considerable role in how this legislation is being embraced across the country."

She continued, "The overwhelming positive response from employers is a clear signal that the 'right to disconnect' has become a catalyst for cultural change. The legislation has seen businesses actively adapting their internal processes to build healthier and more sustainable work environments for their people."

The study also found that employers across both small-to-medium enterprises (62%) and large organisations (51%) have encountered employees exercising their new rights, although with varying frequency. The research reflects a national conversation about workplace boundaries and the role of legislation in shaping employer-employee relationships.