The ‘Right to Disconnect’ – A Overview of our recent event
In a groundbreaking move, Australia is set to introduce the ‘right to disconnect’ laws on August 26, 2024, ushering in a new era of work-life balance for employees across the nation. This legislation, known as the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act, will have far-reaching implications for recruitment agencies and the way they operate.[1][2] Our recent event focused in on this aspect of the new laws and provided our attendees with an excellent understanding of what the new laws mean and how they will impact recruitment agencies and their clients. Katherine Stewart an associate from Velocity Legal unpacked all the relevant aspects.
What is the ‘Right to Disconnect’?
The ‘right to disconnect’ empowers employees to refuse to engage with work-related communications outside of their designated working hours, without fear of repercussions from their employers.[1] This means that employees will have the legal right to disregard phone calls, emails, text messages, and other work-related communications during their personal time, provided their refusal is deemed reasonable.
Impact on Recruitment Agencies
For recruitment agencies, this new law presents both challenges and opportunities. On one hand, it may limit the ability to contact candidates or clients outside of regular business hours, potentially slowing down the recruitment process. However, it also presents an opportunity to differentiate themselves as employee-friendly organisations that respect work-life balance.[2]
Recruitment agencies will need to adapt their practices to comply with the new legislation.
This includes:
- Updating employment contracts and job descriptions to reflect the ‘right to disconnect’ considerations
- Educating staff, managers, and clients about the new rules and their implications
- Developing clear policies around workplace communication outside of agreed working hours
- Encouraging employees to schedule emails and tasks during work hours to minimise after-hours disruptions
- Ensuring that contracts reflect the remuneration that includes some working outside of normal business hours
Determining ‘Reasonableness’
A key aspect of the ‘right to disconnect’ is the concept of ‘reasonableness’. The Fair Work Commission will consider various factors when determining whether an employee’s refusal to engage with work-related communications outside of working hours is reasonable or not.[1][2] These factors include:
- The nature of the employee’s role and level of responsibility
- The reason for contact and how it is made
- Whether the employee is compensated for work outside of normal hours
- The mode of contact and the degree of disruption it causes
- The employee’s personal circumstances, including family or caring responsibilities
Recruitment agencies must be mindful of these factors when contacting candidates or clients outside of regular business hours.
Embracing the Change
While the ‘right to disconnect’ may initially present challenges for recruitment agencies, it also offers an opportunity to foster a healthier work-life balance for their employees. By embracing this change and proactively adapting their policies and practices, recruitment agencies can position themselves as forward-thinking organizations that prioritise employee well-being.
As the August 26, 2024 deadline approaches, recruitment agency owners must stay informed, seek legal advice, and implement the necessary changes to ensure compliance with the new laws. Failure to do so could result in disputes and potential legal consequences.[2]
In the ever-evolving landscape of employment laws, the ‘right to disconnect’ represents a significant step towards creating a more sustainable and balanced work environment for all Australians.[1][2]
Citations:
[1] https://www.edwardshr.com.au/quick-guide-the-new-right-to-disconnect/
[2] https://www.holdingredlich.com/what-employers-need-to-know-about-the-new-right-to-disconnect
[3] https://www.alrc.gov.au/publication/grey-areas-age-barriers-to-work-in-commonwealth-laws-dp-78/2-recruitment-and-employment-law/recruitment/
[4] https://www.selectsoftwarereviews.com/blog/social-media-candidate-screening
[5] https://www.fairwork.gov.au/about-us/legislation