KEY FINDINGS
• Over half (56%) of Australian employers received formal requests from employees about Right to Disconnect (RTD)¹
• 93% of organisations implemented at least one RTD measure in the past 12 months¹
• 77% of businesses noticed improved employee wellbeing and work-life balance¹
• Only 30% of employees feel comfortable using their RTD rights despite 54% being aware of the laws²
• Western Australia leads engagement:
– 78% of employers received formal concerns/requests¹
-51% faced formal grievances from multiple employees¹
-WA: 7% informal complaints¹
SMALL BUSINESS EXPANSION
• RTD laws now apply to small businesses (fewer than 15 employees) as of 26 August 2025³
• Small businesses previously exempt for one year following initial implementation⁴
• Extension affects millions of small business workers across Australia
BUSINESS SIZE IMPACT
• Small-to-medium enterprises (62%) more likely than large employers (51%) to receive employee requests¹
• 15% of employers received informal feedback from employees¹
IMPLEMENTATION CHALLENGES
• 32% of employees still receive work communications outside hours²
• 20% feel pressured to respond after hours²
• Only 40% of employers have communicated clear RTD policies²
• NEW: Cross-timezone collaboration creates after-hours contact by default for multinationals⁵
• NEW: International managers often unaware of Australian RTD obligations⁵
EMPLOYEE EXPECTATIONS & WELLBEING
• 77% of employers report improved wellbeing since RTD implementation¹
• 58% of employers claim RTD improved employee engagement and productivity⁶
• 37% observed reduction in employee stress⁶
• 13% noticed increased employee expectations¹
• 26% saw no change in workforce expectations¹
• Only 2% believe RTD worsened conditions¹
GLOBAL CONTEXT & LEGAL FRAMEWORK
• Australia joins over 20 countries with RTD legislation including France, Belgium, Spain⁷
• RTD constitutes a workplace right under Fair Work Act – employees protected from adverse action⁵
• Fair Work Commission can resolve disputes through binding arbitration⁵
• Key test is “reasonableness” based on urgency, role, timing, and personal circumstances⁵
COMPLIANCE REQUIREMENTS
□ Define ordinary hours of work in employment contracts⁵
□ Establish what constitutes “reasonable” after-hours contact⁵
□ Train Australian and offshore managers on RTD obligations⁵
□ Implement workplace policies recognising RTD as lawful right⁵
□ Review technology tools and enable “quiet hours” features⁵
□ Set shared norms for cross-timezone communication⁵
Footnotes:
¹ Robert Half study, July 2025 (500 hiring managers across finance, IT, and HR)
² HiBob/HR Leader research, August 2025 (2,000 Australian workers surveyed June 2025)
³ Fair Work Ombudsman, August 2025
⁴ Fair Work Commission, 2025
⁵ Clyde & Co Legal Analysis, August 2025
⁶ Australian HR Institute Quarterly Work Outlook report, May 2025
⁷ HFW Legal Analysis, July 2025
RTD legislation implemented for large businesses on 26 August 2024, extended to small businesses on 26 August 2025. FWC seeking submissions on potential review of RTD awards term²
