More Than Half of Employers Report Staff Asserting Right to Disconnect After-Hours

Introduction
One year after Australia’s landmark “right to disconnect” laws came into effect, new research shows that more than half of employers have been formally approached by staff insisting on their right to switch off after hours. The findings suggest the legislation is reshaping workplace culture by curbing the “always-on” mentality and strengthening work-life balance.

Survey Findings
A survey of 500 hiring managers conducted by recruitment firm Robert Half found that:

• 56% of employers received formal complaints from staff wanting to enforce their right to disconnect.
• 15% received informal feedback or comments about the new protections.
• Small-to-medium businesses saw 11% more concerns than larger organisations.
• Western Australia recorded the highest level of complaints at 78%, followed by Queensland (62%), New South Wales (43%), and Victoria (42%).

Employer Adjustments
The survey also revealed that 93% of employers have introduced at least one measure to support staff in disconnecting after hours. These included limits on out-of-hours emails, structured rostering systems, and explicit HR policies.

Robert Half director Nicole Gorton said the law had acted as a catalyst for change:
“The overwhelming positive response from employers is a clear signal that the right to disconnect has become a catalyst for cultural change.”

Impact on Workplace Culture
According to the survey:

• 59% of employers said staff attitudes towards after-hours communication had shifted.
• 77% noticed improved well-being and work-life balance among employees.

Gorton said the reform had empowered workers to set boundaries and had challenged entrenched workplace norms:
“The right to disconnect has sparked a positive change in workplace dynamics, encouraging healthier boundaries and dismantling the culture of being perpetually available.”

Legal Framework
The right to disconnect was legislated in February 2024 and came into effect in August 2024. It grants eligible employees the right to refuse to monitor, read, or respond to communications from employers or third parties outside work hours—unless such refusal would be deemed unreasonable.

Employers can face fines of up to $18,000 if they breach these protections and mediation fails.

Government and Policy Context
Employment Minister Murray Watt said at the time of the law’s introduction:
“Many workers feel pressured to remain connected to their emails and calls long after they have finished their workday. It should not be controversial that workers shouldn’t be required to do unpaid overtime.”

The protections do not prohibit employers from contacting employees, but employees generally do not need to respond until normal working hours.

Conclusion
Twelve months on, the right to disconnect appears to be achieving its intended effect. With thousands of workers invoking the new protections and most employers making structural changes, the legislation is not only protecting employee time—it is reshaping Australia’s workplace culture for a healthier balance between work and personal life.