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One Year On: How Australia’s Right to Disconnect Has Changed Work

August 26, 2025, marks one year since Australia’s Right to Disconnect became law and in that time, it has reshaped the way many of us work, rest, and set boundaries.


Introduced under the Closing Loopholes No. 2 reforms, the law gave employees the legal right to switch off from unnecessary work calls, emails, and messages outside of their contracted hours. Initially rolled out to larger organisations in August 2024, it officially expanded this week to cover small businesses with fewer than 15 employees.


So, what’s changed in the past 12 months and what lies ahead?


The Rollout: Big to Small

• August 26, 2024: Larger employers (15+ staff) came under the new rules.

• August 26, 2025: Small businesses officially joined the framework, making the law universal across Australia.


This staggered rollout gave organisations time to prepare and adapt their workplace practices before the rules applied to everyone.



The Benefits: A Shift in Culture


The data one year on is clear: the Right to Disconnect has made a difference.

• Less unpaid overtime: Australians have cut down their weekly unpaid hours from 5.4 to 3.6 on average.

• Boosted productivity: More than half of employers report improved engagement and productivity since the law came into effect.

• Widespread support: Surveys show 86% of Australians, including three-quarters of Coalition voters, back the right to disconnect.


Employers, too, are seeing the upside. According to Indeed and Robert Half research, 74% of businesses now support the legislation, with over half more willing to pay for genuine after-hours work.


For employees, the shift has been just as significant. The law has helped reinforce healthier boundaries, reduce burnout, and normalise the idea that downtime is essential to performance.



The Challenges: Small Business Concerns


While the law is widely supported, not everyone is finding the transition smooth.


Small business owners, many of whom juggle multiple roles without HR teams, have raised concerns about:

• Compliance complexity: understanding what counts as “reasonable” contact.

• Operational realities: particularly for industries where after-hours contact is unavoidable.

• Penalties: fines for breaches can reach $18,780 for individuals and up to $93,900 for companies.


These pressures highlight the need for clearer guidance and practical tools to help smaller employers embed the new rules without adding unnecessary stress.



More Than Just a Law: A Cultural Turning Point


Beyond compliance, the Right to Disconnect is part of a broader cultural shift in Australian workplaces.


It reflects growing recognition of the importance of mental health, work-life balance, and fair compensation. It also aligns Australia with global trends, following in the footsteps of France, Ireland, and Canada, where similar laws have been in place for years.


Ultimately, the reform sits within a larger push for fairness under the government’s Closing Loopholes agenda, which has also targeted gig work, casualisation, and labour hire practices.


Looking Ahead


One year in, the Right to Disconnect has already delivered measurable benefits to workers and businesses alike. But the next phase — supporting small businesses to adapt, will determine whether its promise of balance and fairness is truly realised across the board.


As workplaces continue to evolve, the law represents not just a legal safeguard, but a reminder that healthier boundaries make for stronger, more sustainable work.




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