As an employer, it’s reasonable to expect that you can occasionally contact your employees outside of normal hours. When a project deadline is near, an unexpected issue comes up, or there’s an emergency situation, out-of-hours contact is a usual expectation.

But in an increasingly online world, many employees feel like they are on a ['digital leash'] (https://www.inspiring-workplaces.com/content/are-we-on-a-digital-leash-what-are-the-solutions), where they are contactable around the clock via phone, email and instant messaging etc.

New legislation from the Australian Government now gives employees in non-small businesses the ‘right to disconnect’ – but what does this mean for your team communications?

How does the ‘[right to disconnect] (https://www.abc.net.au/news/2024-08-26/what-right-to-disconnect-from-work-means-for-you/104234308)’ affect your team communications?

In essence, your employees have a [legal right to disconnect from work] (https://www.fairwork.gov.au/employment-conditions/hours-of-work-breaks-and-rosters/right-to-disconnect#right-to-disconnect) communications, after their usual working hours have finished. This doesn’t directly prevent you from contacting an employee, but it does give your team member the right to refuse to have the conversation.

It’s worth noting that this legislation applies to ‘non-small businesses’, where the company has 15 members of staff or more. This excludes smaller and micro businesses.

Talk to us about the new right to disconnect.

For an average-sized business with 15+ employees it’s important to have discussions about where and when it’s appropriate to contact your team outside of their usual working hours.

You can find out more about the right to disconnect on the Fair Work Ombudsman site [here] (https://www.fairwork.gov.au/employment-conditions/hours-of-work-breaks-and-rosters/right-to-disconnect#right-to-disconnect).