A GUIDE: IMPLEMENTING A RIGHT TO DISCONNECT POLICY (INCLUDING TEMPLATE POLICY)
$549.00 + GST (AUD)
The purpose of this guide is to assist you with some of the key issues to be addressed as part of implementing a right to disconnect policy. The guide includes a policy template, that can be amended and tailored to the needs of your organisation.
The Government in early 2024 made several amendments to the Fair Work Act 2009 (Cth) with the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 that introduces a high-level right to disconnect. Employees will now have a right to not respond to contact from their employer outside of their working hours, unless doing so is unreasonable.
The right to disconnect commences from 26 August 2024, with small business employers provided with an additional 12 months to prepare for the changes.
Part 2-9 of the Fair Work Act 2009 (Cth) is amended to include a new Division 6 – Employee Right to Disconnect.
Section 333M then sets out the criteria that informs the right to disconnect:
(1) An employee may refuse to monitor, read or respond to contact, or attempted contact, from an employer outside of the employee’s working hours unless the refusal is unreasonable.
(2) An employee may refuse to monitor, read or respond to contact, or attempted contact, from a third party if the contact or attempted contact relates to their work and is outside of the employee’s working hours unless the refusal is unreasonable.
The key to implementing the right to disconnect in your organisation, will be less about the legislation and more about the culture of your workplace. It is about respecting and valuing the time employees have outside of work, recognising that your most productive employees will be those who are able to invest time not only in work, but also in creating meaningful and fulfilling lives outside of work.
$549.00 + GST (AUD)
The purpose of this guide is to assist you with some of the key issues to be addressed as part of implementing a right to disconnect policy. The guide includes a policy template, that can be amended and tailored to the needs of your organisation.
The Government in early 2024 made several amendments to the Fair Work Act 2009 (Cth) with the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 that introduces a high-level right to disconnect. Employees will now have a right to not respond to contact from their employer outside of their working hours, unless doing so is unreasonable.
The right to disconnect commences from 26 August 2024, with small business employers provided with an additional 12 months to prepare for the changes.
Part 2-9 of the Fair Work Act 2009 (Cth) is amended to include a new Division 6 – Employee Right to Disconnect.
Section 333M then sets out the criteria that informs the right to disconnect:
(1) An employee may refuse to monitor, read or respond to contact, or attempted contact, from an employer outside of the employee’s working hours unless the refusal is unreasonable.
(2) An employee may refuse to monitor, read or respond to contact, or attempted contact, from a third party if the contact or attempted contact relates to their work and is outside of the employee’s working hours unless the refusal is unreasonable.
The key to implementing the right to disconnect in your organisation, will be less about the legislation and more about the culture of your workplace. It is about respecting and valuing the time employees have outside of work, recognising that your most productive employees will be those who are able to invest time not only in work, but also in creating meaningful and fulfilling lives outside of work.
$549.00 + GST (AUD)
The purpose of this guide is to assist you with some of the key issues to be addressed as part of implementing a right to disconnect policy. The guide includes a policy template, that can be amended and tailored to the needs of your organisation.
The Government in early 2024 made several amendments to the Fair Work Act 2009 (Cth) with the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 that introduces a high-level right to disconnect. Employees will now have a right to not respond to contact from their employer outside of their working hours, unless doing so is unreasonable.
The right to disconnect commences from 26 August 2024, with small business employers provided with an additional 12 months to prepare for the changes.
Part 2-9 of the Fair Work Act 2009 (Cth) is amended to include a new Division 6 – Employee Right to Disconnect.
Section 333M then sets out the criteria that informs the right to disconnect:
(1) An employee may refuse to monitor, read or respond to contact, or attempted contact, from an employer outside of the employee’s working hours unless the refusal is unreasonable.
(2) An employee may refuse to monitor, read or respond to contact, or attempted contact, from a third party if the contact or attempted contact relates to their work and is outside of the employee’s working hours unless the refusal is unreasonable.
The key to implementing the right to disconnect in your organisation, will be less about the legislation and more about the culture of your workplace. It is about respecting and valuing the time employees have outside of work, recognising that your most productive employees will be those who are able to invest time not only in work, but also in creating meaningful and fulfilling lives outside of work.