The Right to Disconnect: balancing work-life in Australia
As the Australian Right to Disconnect bill comes into effect, it marks a significant turning point towards safeguarding work-life balance in an increasingly digital and flexible workplace environment.
This legislation, which gives employees the right to disengage from work communications such as emails or phone calls outside of their official working hours, reflects a growing global trend aimed at reducing the risk of burnout.
Three industry leaders have shared their views on the new piece of legislation. Their perspectives offer a nuanced understanding of the opportunities and challenges that lie ahead as Australia embarks on this new chapter in workplace regulation.
Dionne Woo, Chief People Officer at SiteMinder, sees achieving work-life balance in the flexible workplace era as going beyond compliance with the Right to Disconnect laws. Woo believes it demands a shift in expectations and acknowledgement that out-of-hours work may still be necessary in certain industries and global companies. "Leaders play a critical role in establishing healthy work-life boundaries and it starts with setting the example," says Woo. She emphasises that leaders should clearly communicate to their teams that there's no obligation to respond to work communications outside their work hours, though this will vary between industries and particularly for global companies.
Woo advocates for clear expectations, such as blackout hours from 9 pm to 6 am, and flexibility for roles that require out-of-hours work. "These clear directives help alleviate the pressure employees may feel to be constantly available, fostering a more balanced and less stressful work environment," she adds. Additionally, Woo recognises the importance of technology in respecting personal time, suggesting tools like email scheduling and "Do Not Disturb" settings to manage communication flow and signal that employees' personal time is valued and protected.
Nick Martin, APAC GTM Lead at Remote, notes that the Right to Disconnect Bill reflects a global shift towards prioritising work-life balance and employee well-being. "This trend is not isolated to Australia," Martin points out, citing similar measures in other countries aimed at curbing the culture of overwork and burnout in the hybrid and remote work era. According to Martin, these laws underscore a widespread recognition that work and personal life boundaries have become increasingly blurred.
Martin highlights the compliance challenges this shift presents, especially for companies operating across multiple jurisdictions. The global nature of business means that organisations must navigate various regulations, each with its own interpretation of appropriate work-life balance. "It may be even more challenging for smaller businesses like startups to meet the compliance requirements of this new bill due to limited resources and small HR teams," Martin notes. However, he sees platforms like Remote as facilitating rapid adaptation to new regulations regardless of company size or complexity.
Stuart Low, Founder and CEO of Biza.io, acknowledges the positive intention behind the Right to Disconnect legislation but raises concerns about its practical application in crisis situations. Low stresses the need for rapid response in critical scenarios such as data breaches or major telco outages that can affect thousands of people. "If a data breach occurs on a Friday evening, an organisation cannot afford to wait until Monday morning for highly specialised engineers to respond," Low cautions, noting the potentially catastrophic consequences of delays.
Low believes the bill should be more nuanced to accommodate industry-specific challenges and emergencies. "What is considered reasonable contact needs to be clearly defined so organisations, employers, and employees are all protected under this new legislation," he asserts.
As the Right to Disconnect bill comes into force, it prompts Australian businesses to reassess their work-life balance policies and practices. While industry leaders acknowledge its potential benefits, they also highlight the need for careful implementation and clarity to ensure its effectiveness across various sectors.
