Business Toolbox

Last updated: April 2026

Australia’s workplace laws have been overhauled in recent years, with one reform generating a lot of discussion – the employee’s right to disconnect.  

But what does it mean for businesses, and how is it playing out in practice? Business Law WA explains. 

What is the right to disconnect?

The changes introduced a new right for employees to disengage from work outside work hours and not respond to contact from their employer. However, it does not prevent employers from attempting to contact employees after hours.  

Under the new provisions, an employee may refuse to monitor, read or respond to contact – or attempted contact – from an employer (or third party such as a contractor or customer) outside their working hours, unless the refusal is unreasonable. 

If an employee claims their right to disconnect has been breached, the Fair Work Commission (FWC) can issue orders - similar to stop bullying and stop sexual harassment orders - and determine whether the refusal to respond was ‘unreasonable’. 

The FWC may consider:  

• The reason for the contact
• The frequency and method of contact  
• The employee’s remuneration, role and responsibilities 
• The employee’s personal circumstances, including family responsibilities 

What does the right to disconnect look like in practice?

If well managed, the right to disconnect may not cause disruption or changes to a business’ operation.  

The best way to manage this new right is to ensure your workers understand it, and to discuss any reasonable expectations of after-hours availability in advance, so everyone is aligned. 

It may also be worth considering whether non-urgent communications need to be sent outside work hours or other measures such as email scheduling can be put in place to minimise disputes.  

Since the law was introduced, relatively few applications have been made to the FWC, suggesting employers and employees are largely striking the right balance. 

While the right to disconnect does not prevent an employer from attempting to contact employees outside work hours, it is important to recognise that it is a protected workplace right. Breaching it may amount to adverse action and expose an employer to a General Protections claim in the FWC. Employers should seek legal advice before taking action against an employee for exercising their right to disconnect.  

What you can do

Businesses should consider seeking a legal review of employment contracts and implementing a right to disconnect policy. This helps guide employees, managers and supervisors on how the right operates in practice, while ensuring a consistent approach across the workplace. 

It is also helpful to proactively assess how the right to disconnect may impact your business, including when after-hours contact may be reasonable and what steps can be taken to minimise unnecessary contact outside ordinary working hours.  

By clearly identifying circumstances that may require contact outside agreed working hours, employers can educate staff and managers, align expectations and reduce the risk of breaching this new law. 

If you need assistance with reviewing contracts, CCIWA’s wholly-owned subsidiary, Business Law WA is currently offering a free Employment Contracts and HR Documents Review for CCIWA Members. To take up this limited-time offer, please contact  [email protected] for more information.  

This article is authorised by Business Law WA, an incorporated legal practice and wholly owned subsidiary of CCIWA. The contents of this article is general in nature and is not legal or professional advice and should not be relied upon as such.