Work, work, work.
It's the reason you've gone AWOL from the gym, missed your dental appointment, and find yourself working even when the workday is done.
While life carries on for everyone else, you're still chipping away after hours, as another evening slowly ebbs away, and you wonder “How can I regain my time back?”
And it isn’t just you – whether at home or in the office, Australian employees are striving to get their jobs done but it seems that time management has gone out the window. You might love your role and the challenges it brings, but have you managed to find the right work-life balance?
Without the necessary rest and recuperation - and time for family, social or leisure pursuits – you simply won’t be as productive as you need to be day-by-day. Little errors can creep in, your enthusiasm for work may start to wane, and your mental health can take a hit.
In came the new ‘right to disconnect’.
In August 2024 when it was first introduced, the new 'right to disconnect' generated buzz in workplaces across Australia, and for good reason. It promised a much-needed shift in the nation’s work culture, empowering employees to disconnect from work to reclaim their personal time and achieve a healthier work-life balance.
It’s been a year since its inception, and workers are indeed exercising their right to disconnect.
If you're wondering what the new right entails, how it might impact your ability to switch off from work, or simply curious about the buzz, you've come to the right place.
In this blog, we explore the specifics of the right to disconnect, answering your burning questions about its scope, exceptions, enforcement, and the implications for both employees and employers.
Robert Half commissioned research among 500 employers across Australia to discover if their workforce has exercised this right in the last 12 months, what changes have occurred in their business as a result, and what impact it’s had on employee work-life balance.
Join us as we unpack it all.
Refresher: What is the ‘right to disconnect’?
From August 26th, 2024, eligible employees now had the right to refuse employer or third-party contact outside of their working hours, unless that refusal was unreasonable. The ‘right to disconnect’ is an amendment to the Fair Work Act and comes as a response to employee mental health concerns.
This gave employees a right to refuse to monitor, read or respond to contact from their employer or another third party outside their working hours unless that refusal was unreasonable.
To determine whether an employee’s refusal is unreasonable depends upon the individual circumstances, considering factors such as:
The reason for contact
Whether the employee is compensated or paid extra for being available to be contacted to perform work within a specific period, or working additional hours outside their ordinary hours of work
The nature of the employee’s role and level of responsibility
The employee’s personal circumstances, including family or caring responsibilities.
Note that there is no restriction on an employer continuing to reach out to /contact an employee after hours/outside of the usual working hours. The ‘right to disconnect’ would also be a workplace right under the general protection provisions of the Fair Work Act.
“The right to disconnect is a game changer for work-life harmony in Australia,” says Nicole Gorton, Director at Robert Half when this legislation was introduced.
As a workplace expert with more than two decades of experience, Nicole saw this legislative amendment as a monumental shift for workers.
“It empowers employees to reclaim their personal time and disconnect from the potential pressure of work-related communication, something we hear often from candidates who look for balance in a role. Our recent observations of increased burnout and stress among employees from after-hours contact will likely lessen and improve employee morale and reduce turnover. The 'right to disconnect' is not just a new rule, it's a cultural shift, further emphasising the increased focus on employee wellbeing and mental health.”
Related: Could working overtime make you less productive
What impact the ‘right to disconnect’ has on Australian workers
Rewind back to 2024.
According to Robert Half research conducted in June 2024 among 1000 full-time office workers, the ‘right to disconnect’ amendments to the Fair Work Act would directly impact 87% of them who said they were contacted outside of work hours.
More than a third (36%) were contacted more than once a week. Only 13% of office workers said they were never contacted by their employer outside of work hours, meaning these changes would alleviate the need to monitor or respond to these communications and would positively impact Australian workers, particularly in improving their work-life balance and mental wellbeing.
Fast forward to 2025.
In the 12 months since the right to disconnect was introduced, 56% of Australian employers have had an employee formally (e.g., through a specific request or complaint) raise concerns or make requests related to their ‘right to disconnect’.
To break it down:
30% of employers say they have had multiple employees raise formal concerns or requests
36% say one employee has raised formal concerns or requests
Interestingly, 15% of employers say they haven’t received a formal request, but they have had informal conversations with workers.
The remaining 26% have not had any formal or informal concerns raised.
With this process now in full swing in Australian workplaces, see how it is impacting workers.
1. Improved work-life balance
In 2024:
With the ‘right to disconnect’ allowing employees to refuse contact outside their working hours unless that refusal is unreasonable, workers would gain more control over their personal time, allowing them to dedicate time to family, hobbies, and relaxation, thus promoting a healthier work-life balance.
According to the 2024 Robert Half research, improved work-life balance would be the biggest positive effect to come from the ‘right to disconnect’ with 68% of workers agreeing this would be the beneficial.
With work-life harmony being in the spotlight since the COVID-19 pandemic, keeping the scale balanced on work time and personal time is a priority for most workers. And it is proven to have positive effects on employee satisfaction, morale and retention rates.
In 2025:
Since the ‘right to disconnect’ was introduced, 77% of Australian employers have observed their team’s work-life balance improve, a clear indication the ‘right to disconnect’ is having the intended impact.
2. Reduced stress and burnout
In 2024:
Reduced stress and burnout were cited by 55% of Aussie workers who said the ‘right to disconnect’ would help positively manage their levels of mental exhaustion.
As a result of enabling employees to switch off after hours without the pressure to respond to work communications, it was believed to lead to reduced stress levels and help prevent burnout. It also encourages workers to engage in less screen time and spend more of their hours doing physical activity or staying connected with friends and family.
Workers who do not experience high levels of stress on a regular basis and burnout are more likely to thrive in their role, which has desirable impacts on both the employee and the business they work for.
In 2025:
More than half (59%) of employers perceive employee expectations regarding after-hours communication have changed since the introduction of the ‘right to disconnect’, positively contributing to reduced stress and burnout.
Related: 4 in 5 workers say they feel burnout, but many don’t admit it to their boss
3. Increased job satisfaction
In 2024:
“As cited by workers themselves, the ‘right to disconnect’ is expected to significantly improve employee wellbeing and job satisfaction,” says Gorton. “When employees feel empowered and have control over their time, they're generally more engaged and productive during work hours.
In fact, 43% of workers in Australia said their job satisfaction will increase because of the ‘right to disconnect’ coming into play this year.
In 2025:
“In the year since its introduction, Australia's ‘right to disconnect’ has profoundly impacted job satisfaction by validating employees' need for genuine downtime. Individuals are reclaiming personal time, reducing burnout and fostering a healthier work-life harmony, which in turn leads to a more engaged and satisfied employees," says Gorton.
4. Improved productivity during business hours
In 2024:
One-third (31%) of Aussie workers said they would experience improved productivity during business hours, knowing that tending to work after hours is not encouraged. Their work patterns would likely change, which would see them prioritise their urgent tasks earlier in the day and assess their workload to see how to better plan out their day.
It is worth acknowledging that 72% of employees did expect some challenges that may come with the ‘right to disconnect’, including increased pressure to complete tasks within regular working hours (35%).
“For businesses, this amendment to the Fair Work Act requires a shift in mindset and communication practices, creating an opportunity to build a healthier workplace culture that prioritises employee wellbeing. For those businesses who rely heavily on after-hours availability, there will be increased focus on delivering more efficient and streamlined operations.
“This will also open up new conversations between companies and staff about work expectations and company culture, leading to stronger long-term success,” concluded Gorton.
In 2025:
To support the notion of ensuring work was being done during business hours, 21% of employers said in 2025 they have adjusted project timelines and deadlines to ensure work hours were the only hours counted in their projections.
The ‘right to disconnect’ in Australia – how comfortable were workers to stick to it?
Before the Fair Work Act amendments came into effect, most workers (70%) said they would be comfortable ignoring work emails and phone calls after hours. Only 15% indicated they would not feel comfortable. The remaining 15% felt indifferent for the right to switch off in Australia.
In a sign of generational attitudes towards digital communication and work-life balance, Millennials (75%) were the most comfortable about ignoring work-related contact after hours, closely followed by Gen Z (73%). Baby Boomers (68%) and Gen X (64%) were a little less comfortable avoiding after-hours contact.
One year on?
More than half of employers cited they had workers put in a formal request relating to the ‘right to disconnect’, just below the number who were comfortable doing so in 2024.
In the 12 months since its introduction, 59% employers believe that perceived employee expectations regarding after hours communication have changed for the better since ‘the right to disconnect’.
More specifically:
22% of employers believe expectations for after-hours communication have significantly decreased
37% say expectations for after-hours communication have slightly decreased
About a quarter (26%) believe there has been no perceived change in expectation, while a small amount (13%) believes expectations have increased.
This goes to show the ‘right to disconnect’ is most effective when workers and employers are aligned on their expectations and have clear and open communication.
One year on: what have employers done to cater to the ‘right to disconnect’?
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Now, with the initial phase of implementation complete for many businesses, it's timely to assess how employers have adapted to this new landscape. The majority (93%) have taken practical steps to truly cater to this legislation, ensuring it translates from policy into meaningful, everyday practice.
In 2025, Australian employers said they have:
Created clear communication around the expectation to [not] respond to after-hours contact (e.g., messages in email signatures) (29%)
Provided additional training to managers on managing after-hours communications (27%)
Reviewed or updated HR policies (26%)
Modified on-call or emergency response procedures (26%)
Implemented clearer communication protocols for urgent matters (25%)
Redistributed workload among team members (25%)
Invested in new communication tools and technologies (23%)
Made adjustments to project timelines and deadlines (21%)
Increased staffing levels and resources (21%)
Nicole Gorton says: “While Australian employers have evidently prioritised formalising the 'right to disconnect' through policy updates and communication protocols, the most impactful shifts, such as increasing staffing or adjusting project timelines, still lag behind. Truly embedding this right beyond surface-level changes requires a deeper cultural and operational overhaul. The longevity and effectiveness of this legislation will hinge on organisations moving past mere compliance towards proactive resource allocation and realistic workload management, transforming a legal obligation into a genuine competitive advantage for talent attraction and well-being.”
Overall, the 'right to disconnect' is a significant step towards promoting a healthier work culture in Australia. While it might require some adjustments in the way work is managed, its proven benefits for employees' mental wellbeing and work-life balance are considerable.
Frequently Asked Questions (FAQs)
What is the right to disconnect law in Australia?
Eligible employees will have the right to not monitor, read or respond to contact from employer or third-party contact outside of working hours in some circumstances.
When does the right to disconnect come into effect?
26 August 2024 for non-small business employers26 August 2025 for small business employers.
What does the right to disconnect mean?
The ‘right to disconnect’ means an employee can refuse to monitor, read or respond to contact from an employer or a third party outside of their working hours unless that refusal is unreasonable.
Does the right to disconnect apply to all employees?
It applies to eligible employees. Visit the Fair Work site to see if you are eligible.
Can employers still contact employees outside of work hours?
Employers can still contact employees outside of work hours, but employees will have the right to refuse to monitor, read or respond to contact unless that refusal is unreasonable.
How can I enforce my right to disconnect?
You can refuse employer or third-party contact outside of working hours unless that refusal is unreasonable.
What if my employer continues to contact me outside of work hours?
Disputes about an employee’s right to disconnect should first be discussed and resolved at the workplace level. If that isn’t possible, employees or employers can go to the Fair Work Commission (the Commission) to deal with a dispute.
Does the right to disconnect mean I can't work overtime?
No, the right to disconnect does not mean you can’t work overtime.
What if I'm on call? Does this affect my right to disconnect?
Several factors must be considered when determining whether an employee’s refusal is unreasonable. If you are compensated or paid extra for being available to be contacted to perform work within a specific period, then this does affect your right to disconnect.
Can I still be contacted for urgent matters outside of work hours?
Yes, you can still be contacted for urgent matters outside of normal work hours.
* Source: The study is developed by Robert Half and was conducted online in June 2024 and July 2025 by an independent research company of 500 hiring managers and 1,00 fulltime office woekers. Respondents are drawn from a sample of SMEs as well as large private, publicly-listed and public sector organisations across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.
