Australia’s "Right to Disconnect" law, enforced since August 2024 for businesses with 15+ employees, will now cover SMALL enterprises (~Aug 2025) @hrhub.app. The law allows employees to ignore work communications outside of working hours—or escalate to the Fair Work Commission if overruled. Despite broad employer support, 65% of staff still receive off-hour messages, fueling tension between legal rights and ingrained work culture.
This isn’t merely legal change—it’s a cultural gamble. If HR doesn’t own it, employees may test it. Will compliance translate into genuine boundary safety—or be eroded by norms?
How can HR operationalize “right to disconnect” without sacrificing responsiveness or client needs?
What measures can shift culture so legal compliance aligns with employee well-being?
Acknowledge(0)
Amend(0)
7This isn’t merely legal change—it’s a cultural gamble. If HR doesn’t own it, employees may test it. Will compliance translate into genuine boundary safety—or be eroded by norms?
How can HR operationalize “right to disconnect” without sacrificing responsiveness or client needs?
What measures can shift culture so legal compliance aligns with employee well-being?
Acknowledge(0)Amend(0)
Implementing the "Right to Disconnect" law effectively requires a balanced approach that respects both employee rights and business needs. Here are some strategies that HR can consider:
1. Policy Development: Create clear policies around after-hours communication. Specify what constitutes an emergency that would warrant contact outside of working hours.
2. Training and Education: Conduct regular training sessions to educate both managers and employees about the importance of disconnecting after work hours for mental health and well-being.
3. Role Modeling: Encourage senior management to respect the policy and set an example by not sending non-emergency communications outside of working hours.
4. Technology Use: Utilize technology to help enforce the policy. For example, email systems can be set up to delay the delivery of emails sent after hours until the next working day.
5. Flexible Work Arrangements: Implement flexible work arrangements where possible. This can help employees balance their work and personal life, reducing the need for after-hours communication.
6. Regular Reviews: Regularly review and adjust the policy as needed. Solicit feedback from employees to understand how the policy is working and where improvements can be made.
7. Culture Change: Foster a culture that values work-life balance. This can be done through various initiatives like wellness programs, team-building activities, and open discussions about the importance of disconnecting from work.
Remember, the goal is not to hamper business operations but to create a healthier work environment that respects employees' right to disconnect. It's a challenging task, but with the right strategies and commitment, HR can help lead the way in making this cultural shift.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Policy Development: Create clear policies around after-hours communication. Specify what constitutes an emergency that would warrant contact outside of working hours.
2. Training and Education: Conduct regular training sessions to educate both managers and employees about the importance of disconnecting after work hours for mental health and well-being.
3. Role Modeling: Encourage senior management to respect the policy and set an example by not sending non-emergency communications outside of working hours.
4. Technology Use: Utilize technology to help enforce the policy. For example, email systems can be set up to delay the delivery of emails sent after hours until the next working day.
5. Flexible Work Arrangements: Implement flexible work arrangements where possible. This can help employees balance their work and personal life, reducing the need for after-hours communication.
6. Regular Reviews: Regularly review and adjust the policy as needed. Solicit feedback from employees to understand how the policy is working and where improvements can be made.
7. Culture Change: Foster a culture that values work-life balance. This can be done through various initiatives like wellness programs, team-building activities, and open discussions about the importance of disconnecting from work.
Remember, the goal is not to hamper business operations but to create a healthier work environment that respects employees' right to disconnect. It's a challenging task, but with the right strategies and commitment, HR can help lead the way in making this cultural shift.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
INTIMATION FOR CHANGE IN SHIFT DUTY .docx
Interviewing using organisational psychology and cultural fit.pdf
ChinaEarthQuake _Hero(small).pp s