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Right to Disconnect
Context:
Australia’s new “right to disconnect” law, which took effect recently, grants employees the right to decline contact from employers or third parties outside of their working hours.
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- Came into effect on August 26, allowing employees to refuse contact from employers or third parties outside working hours.
- Prime Minister Anthony Albanese emphasised that employees should not be penalised for being unavailable outside their paid working hours.
Understanding the “Right to Disconnect”
- Originates from the belief that technology blurs the line between work and home life, especially with remote work.
- Belgium’s Public Administration Minister Petra De Sutter highlighted that the pandemic exacerbated the blurring of work-life boundaries, leading to stress and burnout.
- Broader Cultural Implications: Some argue that the “right to disconnect” could be a catalyst for better work-life balance policies and a cultural shift toward less intense work environments.
Global Examples of the Law
- France: Introduced the “right to disconnect” in 2017, requiring companies with over 50 employees to establish guidelines on out-of-hours communication.
- India: Baramati MP Supriya Sule proposed the Right to Disconnect Bill in 2018, but it was not discussed in Parliament.
- The bill suggested penalties for companies that failed to comply and proposed overtime pay for work done outside regular hours.
Concerns and Criticisms:
- Career Impact: Critics argue that employees who assert their right to disconnect might be passed over for promotions or key tasks.
- Implementation Challenges: Concerns were raised about the impact on promotions and job opportunities, especially for women, as seen in debates on menstrual and maternity leaves.
- Australia’s Chambers of Commerce: Opposed the law, citing potential negative impacts on business flexibility and women’s participation in the workforce.
- Confusion and Application: Some find the law confusing, particularly in determining what constitutes acceptable work-related contact after hours.
Australia’s Approach
- The law applies immediately to companies with over 15 employees, with smaller companies having until August 26, 2025, to comply.
- The Fair Work Ombudsman states that employees can refuse contact unless it is deemed “unreasonable.”
- In disputes, parties must first attempt to resolve the issue internally before escalating it to the Fair Work Commission.