Understanding the Right to Disconnect

In our ever-connected world, finding a balance between work and personal life is crucial for the well-being of our workforce. The recent passage of the Closing Loopholes Bill No. 2 by federal parliament, particularly the amended Fair Work Act 2009 (Cth) in February 2024, introduces the Right to Disconnect as a significant step toward fostering healthier work environments. This development not only presents a regulatory challenge for retailers but also an opportunity to prioritise workplace health, safety, and employee satisfaction. 

Under the Right to Disconnect, employees may refuse to engage in work-related communication from their employer and/or third party such as a client, outside their regular working hours unless such refusal is deemed unreasonable. Determining what constitutes unreasonableness will be outlined in the legislation, giving both employers and employees clear guidelines. 

Businesses, including retailers, will have a six-month preparation period before the new laws take effect, while small businesses with fewer than 15 workers are given twelve months. This legislative move underscores the growing recognition of employers’ responsibility to actively manage psychosocial aspects of work, aligning with their WHS/OHS obligations. 

To successfully navigate these impending changes, retail businesses can take the following steps: 

1. Establish Clear Communication 

Clearly communicate expectations for after-hours communication, fostering open dialogue with employees to understand their preferences and needs. 

2. Create Well-Defined Policies:  

Develop comprehensive policies outlining the organisation’s stance on after-hours communication, ensuring accessibility and clear communication to all employees. 

3. Respect Personal Time:  

Encourage a workplace culture that values personal time, emphasising that employees are not obligated to respond to work-related communication outside designated hours. 

4. Promote Flexibility:  

Embrace flexible work schedules where feasible, empowering employees to manage responsibilities effectively and reducing the need for constant after-hours communication. 

5. Educate Managers and Supervisors:  

Train managers and supervisors to respect the Right to Disconnect, equipping them to support teams in maintaining a healthy work-life balance. 

6. Monitor Workloads:  

Vigilantly monitor workloads to prevent burnout, ensuring tasks are manageable within regular working hours. 

7. Encourage Downtime:  

Advocate for downtime and breaks, fostering a culture that prioritises mental well-being. 

8. Implement Technology Solutions:  

Explore technology solutions to manage after-hours communication responsibly, signalling to employees that well-being is a priority. 

9. Seek Employee Feedback:  

Actively seek feedback, creating opportunities for employees to express concerns and suggestions. 

10. Review Position Descriptions:  

Ensure position descriptions accurately reflect role requirements, especially if after-hours contact is necessary. 


By proactively embracing the Right to Disconnect, retail businesses can contribute to a positive work environment, increase employee satisfaction, and demonstrate a commitment to the well-being of their valuable team members. 


Guidance Material 

Below are some examples of information regarding the work health and safety implications for the upcoming Right to Disconnect laws.  

AIHSWhat are the WHS Implication of the “right to disconnect”

Fair Work Commission Closing Loopholes Act – what’s changing



The material within this update is provided for general information and educational purposes in summary form on topics that are current when it is first published. The content does not constitute legal advice or recommendations and should not be relied upon as such. 




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