Creating Right-to-Disconnect Policies That Work for Your Business

As workplace expectations continue to shift, more Australian businesses are embracing right-to-disconnect policies — and not just as a perk, but as a practical step toward supporting employee wellbeing and reducing burnout. These policies help clarify when staff are expected to respond to after-hours contact, creating healthier boundaries while maintaining productivity and professionalism.

But creating an effective policy isn’t as simple as downloading a template — it needs to reflect your team's responsibilities, industry demands, and workplace culture.

Importantly, from 26 August 2025, employees at non-small businesses (with 15 or more employees) will gain the legal right to refuse unreasonable contact from employers or third parties outside of working hours. This right will extend to small businesses from 2026.

By developing and implementing a right-to-disconnect policy ahead of these changes, your business can stay ahead of compliance requirements while reinforcing a culture that values work-life balance.

Here’s how to design a right-to-disconnect policy that’s both practical and tailored to your workplace.

Understanding What the Right to Disconnect Means

At its core, the right to disconnect empowers employees to switch off from work outside of scheduled hours without penalty or pressure. This doesn’t mean staff can’t ever respond after hours — it means they’re not expected to, unless there’s a legitimate business need.

Some states and sectors are starting to formalise this right through workplace agreements or legislation, so it's smart for employers to stay ahead of the curve.

Identify What Makes Sense for Your Business

Before drafting a policy, consider:

• Do your staff work set hours, or is there flexibility?

• Are there any roles that require after-hours availability (e.g. on-call or client-facing positions)?

• What communication tools are used, and how often do after-hours messages occur?

Your policy should reflect the nature of your business and include reasonable exceptions.

Clearly Define Expectations

A good policy should explain:

• When employees are and aren’t expected to respond

• How urgent matters should be communicated

• What channels (email, messaging apps, phone) are appropriate

• Who is covered by the policy (e.g. all staff or specific departments)

Clarity prevents misunderstandings and reinforces a healthy boundary between work and personal time.

Educate Leaders and Model the Behaviour

Managers and business owners play a crucial role. If leadership consistently sends after-hours messages, it sets the tone. Consider using scheduled emails or including a policy statement that messages sent after hours aren’t expected to be answered immediately.

Review and Adapt as Needed

A right-to-disconnect policy should evolve with your business. Revisit it regularly to ensure it continues to suit your workflows, staffing levels, and client needs.

Implemented effectively, a right-to-disconnect policy fosters a culture of respect, enhances employee satisfaction, and helps prevent burnout. 

If you’re unsure how to balance operational needs with wellbeing, it may be worth seeking HR or legal advice to develop a policy that works — and works well — for your business.