Taneesa Williamson Why some of Australia’s leading aesthetic companies are applauding the decision.
In today’s fast-paced work environment, the lines between personal and professional life often blur, leaving employees feeling constantly tethered to their jobs. However, recent strides in legislation, such as the proposed Right to Disconnect Bill, are aiming to change this narrative, offering a glimmer of hope for improved work-life balance.
With insight provided by Lizzy Boots (Boots & All Consulting), Fair Work legislation has granted Australian employees a legal right to disconnect, provided from the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023.
When does the law come into effect?
The law will commence 6 months after royal assent, this will be 26th August 2024.
Contact outside work hours refers to calls, emails, texts, MS Teams messages and any other contact by an employer after hours that is ‘not reasonable’.
From this date employees – other than those engaged in a small business – will have a legal right to refuse to monitor, read or respond to contact or attempted contact from their employer outside of their working hours unless the refusal is unreasonable.
Lizzy Boots, Boots & All Consulting
From an operational standpoint, implementing policies aligned with the Right to Disconnect can lead to cost savings and efficiency gains. By streamlining communication processes and promoting more thoughtful decision-making, companies can reduce overtime expenses and mitigate the risk of fatigue-related errors.
Dr. Vivek Eranki, the founder and CEO of Cosmetique, stands as a supporter of this bill, advocating for its implementation and expansion to better safeguard the well-being of workers and workplaces alike.
In fact, according to Dr Eranki, Cosmetique’s approach to work life balance has resulted in the reduced occurrence of stress, burnout, and sick leave across the group proving that a well-rested team is not just happier but markedly more efficient.
By valuing personal time, Cosmetique has nurtured a culture of loyalty and positivity, making it a beacon for talent retention and attracting industry-leading professionals.
Small business employers are exempt
The interesting news is, small business employers (workplaces with less than 15 employees) are not caught by this new Right to Disconnect law. The Bill was amended at the 11th hour to exclude employees of small business employers.
The bill has successfully passed through both houses of Parliament, leaving many business owners confused and expressing concerns that the new law is likely to lead to increased disputes between employers and employees.
According to Dr. Eranki, the correlation between employee well-being and customer satisfaction is undeniable. In an industry where bedside manner is as crucial as technical expertise, ensuring that staff feel supported and appreciated directly translates to enhanced patient care.
Be prepared and take affirmative action – start the conversation early
Employers are urged to monitor all contact they make with employees outside ‘normal business hours’.
Contact will only be possible if that requirement is ‘reasonable’.
The concerns employers have expressed is that employees will be thinking, with every attempt by employers to make contact outside work hours; “Is this an infringement of my rights?”
Introduce New Workplace Policies and Training
Lizzy shares that employers can ensure they are ready to accommodate employee’s right to disconnect, in which they should consider:
- prepare policies around the use of work technology outside of agreed working hours
- encourage managers and team leaders to respect employees’ boundaries
- provide training for managers and team leaders to ensure they are aware of the new laws
- introduce training for employees about the new right and explain what you, as their employer is doing about it
- organise and implement feedback mechanisms for employees to report or discuss any concerns
- organising training that highlights the mental health benefits of disconnecting from work.
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