What Does Australia's Right to Disconnect Mean for Your Work-Life Balance?

Most people struggle to switch off from work because employers and coworkers can easily reach them anytime through calls, emails, and texts. The line between work hours and personal time keeps getting thinner, especially as more people work from home or use devices that keep them connected to the office 24/7. 

This always-online culture has created new challenges for employees who feel pressure to reply to work messages, even during dinner, weekends, or holidays. Over time, this constant availability can cause stress, burnout, and an unhealthy work-life balance where personal time disappears and rest becomes harder to enjoy.

To solve this growing problem, the Australian Government introduced the Right to Disconnect, a new law allowing workers to ignore work-related messages and calls outside of their normal hours.

This article explains everything you need to know about Australia’s Right to Disconnect law and covers what it says, when it applies, and how it affects employees and employers.

What Is the Right to Disconnect?

The Right to Disconnect is a new workplace law in Australia that gives employees the legal right to ignore work-related calls, messages, and emails outside of their regular working hours unless there is a reasonable reason for the contact.

This means that once a worker finishes their scheduled shift or workday, they don’t have to respond to texts, calls, or emails from their boss or co-workers unless it's truly urgent or agreed upon in advance as part of their role.

This law was officially in effect as of 26 August 2024 for large organizations with 15 or more employees and will begin on 26 August 2025 for small businesses with fewer than 15 staff members.

Why Australia Introduced This Law

Over the years, many Australian workers have found it harder to enjoy their time off because work keeps following them home through phones, laptops, and messaging apps. Even after finishing their shifts, employees often receive emails from their managers, work-related calls from colleagues, or urgent tasks through group chats that demand immediate attention.

As a result, many workers began to feel exhausted, overwhelmed, and mentally drained. They found it difficult to rest, spend quality time with family, or even focus on their own health because their minds were still stuck on unfinished tasks, incoming messages, or the fear of missing something important.

Some employees reported high levels of stress and anxiety, while others began to lose motivation or experienced serious burnout. The pressure to always be available started to take a toll on both mental well-being and job satisfaction across various industries.

The Australian government introduced the Right to Disconnect law as part of a broader effort to fix this growing problem and protect the health of working Australians.

Lawmakers recognize that people need clear boundaries between work and personal life to stay healthy, productive, and happy. The law was added to the Fair Work Act to give employees the legal right to switch off once their workday ends and to ensure that employers no longer expect constant availability without fair reason.

What Counts as Unreasonable Refusal?

. The law says that employees can refuse to engage in after-hours contact unless their refusal is unreasonable. In other words, there are times when workers must respond, depending on the situation.

To decide whether an employee’s refusal is unreasonable, the law looks at several important points:

• The reason for the contact: The employee may be expected to respond if the message or call is about something urgent or serious, like a safety issue or an emergency at work.

• How urgent or serious the matter is: If the issue can’t wait until the next working day, such as a system failure, a last-minute change in plans, or a crisis affecting other workers, then ignoring the contact might be considered unreasonable.

• The employee’s role or level of responsibility: If someone is in a senior position or is expected to be on-call or available after hours, then their refusal might not be accepted by the law.

• Any agreement in place to be available outside normal hours: Some employees may have written agreements or job contracts that clearly state they must be available at certain times after hours, such as those working in emergency services or IT support.

The law is designed to be fair to both workers and employers by protecting personal time while still allowing room for serious or agreed-upon responsibilities.

What Employers Must Do to Follow the Law

Now that the Right to Disconnect is part of Australian law, employers must take clear steps to ensure they follow the rules and respect their workers’ time outside work hours.

Review and Update Contracts and Workplace Policies

Employers need to check their existing employment contracts and internal policies carefully. These documents should clearly explain:

• When after-hours contact is allowed (e.g., during emergencies, on-call roles, or urgent tasks).

• What kinds of communication are acceptable outside work hours, and who must approve them?

• Guidelines for scheduling emails or messages so they don’t reach employees after hours unless necessary.

For example, a contract might include a clause that says after-hours contact is only allowed in emergencies or if the employee is on-call. Similarly, A workplace policy might state that managers should only send non-urgent messages during working hours or schedule emails to be delivered the next morning.

Train Managers and Team Leaders

It’s not enough to change policies—employers must also train staff, especially managers and supervisors, to:

• Understand what the law means in practical terms.

• Apply the rules fairly across all departments.

• Avoid casual messages or last-minute requests after hours that may violate the law.

Without this training, old habits may continue, leading to confusion, complaints, or even legal issues.

How Employees Benefit from This Law

The Right to Disconnect gives employees a much-needed chance to enjoy their time without the constant pressure of work messages, emails, and calls.

Here are the main ways employees benefit from this law:

• More personal time: Workers can now spend their time after work doing things they love, relaxing, being with family, or focusing on hobbies without worrying about checking emails or answering messages from the office.

• Less stress and burnout: When people are constantly connected to work, their minds never rest. The law helps reduce mental strain by protecting their time so they don’t feel guilty or anxious about not being available around the clock.

• Better sleep and health: Without late-night emails or early-morning work texts, people can sleep better, eat on time, and enjoy routines that help them stay physically and emotionally healthy.

• Stronger relationships at home: When workers stop checking work notifications during family dinners or children’s bedtime, they can give more attention to loved ones, strengthening bonds and improving home life.

• More focus and productivity during work hours: Employees who get proper rest and clear breaks return to work refreshed and ready to focus. This often leads to better performance, faster problem-solving, and more creative thinking during regular work hours.

Still, some employees may not be sure what counts as “after hours” or may feel nervous about ignoring a message from their boss. In these cases, it helps to talk to a legal expert who understands workplace rights.

What Happens If the Law Is Broken?

When the law is broken, the Fair Work Commission can help resolve the issue and ensure employers follow the rules fairly.

Here is how the process usually works:

1.  Try to fix the issue at work

The first step is for the employee to speak with their manager or HR team. In many cases, the problem can be solved with a conversation. The worker might explain that they were contacted after hours and remind the company of the new law.

2. File a dispute with the Fair Work Commission

If talking doesn’t work or the employer keeps ignoring the rules, the employee can take the matter to the Fair Work Commission. This is the national workplace relations tribunal in Australia, and it can review complaints about after-hours contact.

3. The Commission reviews and makes a decision

The Commission looks at all the facts, such as the employee’s role, the reason for the contact, and whether any agreements were in place. Based on the evidence, it decides whether the employer broke the law.

If the Commission finds that the law was broken, there are several possible outcomes:

• The employer may receive a legal order to stop contacting employees outside work hours.

• The company may be told to change workplace policies to ensure this doesn’t happen again.

• In serious cases, the employer may face a financial penalty or be required to compensate the employee for stress or lost personal time.

Because these matters can affect reputation and employee well-being, it’s important for employees and businesses to act quickly if a problem arises. Employees shouldn’t wait too long if they feel their rights are being ignored, and employers should not delay if they receive a complaint.

Take Action and Know Your Rights

The Right to Disconnect law is a major step in helping Australians create healthier work-life balance by giving employees the right to switch off outside work hours.

This law applies to most workers, and employers must follow the rules carefully to avoid problems. Both employees and businesses should stay informed about their rights and responsibilities, set clear rules about after-hours contact, and seek legal advice when questions or issues arise.

For trusted legal support, Law Tram is the best place to find experienced lawyers, while Law Tram offers fast and easy connections to licensed solicitors who can provide expert help.

Follow this link to find out more about your rights in Australia: https://lawtram.com.au