From today, a new chapter begins for many Australian workers as the “right to disconnect” laws come into effect. These changes signal a significant shift in how we view the boundaries between work and personal life, reflecting a growing recognition of the need for balance and wellbeing in our increasingly connected world.

The Covid pandemic blurred the lines between work and home life, as many of us brought our offices into our living rooms. Laptops and smartphones made it easy for work to follow us wherever we went, but this convenience came at a cost. The constant accessibility led to a culture where the workday never truly ended, and the pressure to be available around the clock became the norm.

The introduction of the right to disconnect is a response to this reality. Under the new Fair Work Act amendments, employees now have an enforceable right to refuse work-related contact outside of their working hours, unless refusing would be unreasonable. This is a powerful step towards re-establishing the boundaries that have been eroded over the past few years.

But what does this really mean for us? And why is it so important? Its one thing to have this change but do we know how to disconnect?

Firstly, it’s about giving workers back control over their time. The ability to switch off from work is essential for reducing stress and preventing burnout. Research shows that Australians work an average of 5.4 hours of unpaid overtime each week, which adds up to a staggering $131.2 billion of unpaid labour annually. By enforcing a clear end to the workday, the right to disconnect ensures that employees can reclaim their time, rest, and recharge.

This shift isn’t just beneficial for workers. Employers stand to gain from a more refreshed and productive workforce. When employees are allowed to fully disconnect and recover, they return to work with more energy, creativity, and focus. In a way, the right to disconnect is a win-win: it supports wellbeing while also enhancing productivity.

However, this change won’t be without its challenges. Business groups have voiced concerns about the potential for confusion and the impact on flexible working arrangements. And while the law gives employees the right to ignore after-hours contact without facing disciplinary action, the cultural shift needed to make this work in practice will take time. It’s not just about having the right to disconnect; it’s about feeling empowered to use it.

Leadership plays a crucial role here. Managers and team leaders need to model the behaviour they want to see in their teams. This means setting clear expectations about after-hours communication and respecting the boundaries of their employees. It’s about leading by example and fostering a culture where wellbeing is valued as much as performance.

Of course, there will be situations where after-hours contact is necessary. The key is to distinguish between what is reasonable and what is not. This new legislation opens the door for conversations about what constitutes reasonable after-hours contact and encourages us to think critically about our work habits.

In the end, the right to disconnect is more than just a legal change; it’s a cultural shift towards recognising that work is only one part of our lives. We all deserve time to rest, to be with our families, and to pursue our passions outside of work. As we move forward, let’s embrace this opportunity to restore balance and wellbeing in our lives.

If you need help around the concept of disconnecting and putting well being at the centre of your workspace contact me now at andrew@luminaconsulting.co.nz

Remember we have an office in Sydney.

Remember: Life is for living, and while work is an important part of it, it should never consume all of it. Disconnecting doesn’t mean you’re falling behind – it means you’re valuing your time, your health, and your life.

Let’s use this new right to reclaim our time and invest it in what truly matters.