Cornerstone Consulting Group’s Post

A significant shift might be on the horizon in Australia's industrial relations landscape, as the federal government contemplates changes, including a 'Right to Disconnect.' 🔄 This initiative aims to safeguard the wellbeing of workers who feel the encroachment of work into their personal lives. In essence, this proposal seeks to grant employees the legal right to step away from work-related emails, calls, and texts outside of their designated working hours. 📵 While this may set a national standard, the reality for most employees hinges on the update of their agreements or awards – a process not automatic nor swift. The focus here is a delicate balance. Employers will still have legitimate reasons to reach out after hours, but the expectation for immediate responses without compensation is shifting. 💼 The complexities arise in the transition. The proposed law allows individuals to bring non-compliance to the Fair Work Commission, but the practical impact for employees lies in the incorporation of this right into their awards, enterprise agreements, or individual contracts. This isn't a quick fix – employees would need to wait for the Fair Work Commission's revisit or the expiration of their current agreement. The specifics of how this right will be honored are still being negotiated, but it's clear the aim is to outline 'reasonable grounds' for appropriate out-of-hours contact arrangements. As our work increasingly infiltrates our personal spaces, the government's move to address the issue mirrors the long-standing 'Right to Disconnect' legislation in countries like France and Germany. 🌍 While opinions on legislating this right differ, it's heartening to see a growing recognition of the importance of healthy work-life integration, appreciating workplace safety concerns that can ensue as a result of burnout. 💡While Ralfy appears undeniably in favour, how do you feel about the proposed 'Right to Disconnect'? 🐱💻 #lawyerwellbeing #EmployeeWellbeing #WorkLifeBalance #RightToDisconnect #psychologicalhealthandsafety 🤝

Here's a personal US perspective. I've worked my share of 80 or 90 hour weeks when there was a legitimate deadline. Ditto weekends. The trouble is many now don't respect the boundaries of "legitimate deadline". Not too long ago, I associated with a firm briefly. The head partner decided I was the one (since I could sort out complicated LLC membership amendments, agreements, investments, etc,) to be contacted at 9:00am Saturday AM, 10:00 PM Saturday night, and 10:00 AM Sunday morning, That didn't sit very well with my significant other of many years -"who the hell is this guy calling you at 10:00 pm Saturday night," etc. Nor did it sit well with the other side "Why the hell is he calling us Saturday and Sunday? We want to get this done, but it's not court or bank decreed urgent. How about we do this first thing Monday morning?" The other side advised their client to walk, which they did because they could. Big money family office clients don't like getting "faux" urgent calls either. Yes, I walked too. The head balked at my hours though his expectations were relentless. .Many professionals are willing to put in weekends and evenings for urgency/fair compensation. A shame it's come to legislation for advantage takers.

Desi Vlahos Nick Bloom Yes indeed. "Right to disconnect" is a fundamental right of workers. Somewhat concerned that USA is a distant 53rd on this criterion. Are you? Let us know. The current hybrid work culture in USA will go a long way in correcting this disparity. a least one can hope so. Dear employees, We work to live and not the other way around. Safeguard the well being of your workers and they will safeguard your business. #startupleadershipforum #leadershiplessons #righttodisconnect #hybridwork#WFH #diversityequityinclusion #santosh

My general thought on "Right to disconnect" is this: Working after hours is sometimes necessary and when I have to do it, it's usually because I'm working on something exciting or urgent and I don't tend to mind the extra time. There are places and people, however, who do it as a kind of performance. This performance can be contagious and turn into a game of one-upmanship. This is toxic. It also, for me, calls into question how the organization is using its workdays. Are there too many meetings? Is everyone at the meeting someone who needs to be there, or are some just losing time that might more productively be used elsewhere? So: Working late because sometimes the moment calls for it? Yes, 100 percent. When it's called for, you do it. And typically you enjoy doing it because you're working on something important. Working late because it's just a culture? No. This is toxic. I do worry that legislating this might remove the agility necessary to flex for those times when you need to flex. Wait and see, I suppose.

Australia’s new “Right to Disconnect” law is reshaping the work-life balance. Employees now have the right to ignore work-related messages outside their working hours. But what does this mean for your business? Here’s what you need to know: 👉 Define Work Hours Clearly: For flexible work arrangements, ensure both you and your employees have a mutual understanding of what constitutes “work hours.” 👉 Manage Expectations with Clients: Third-party communication could breach this right, so it’s crucial to set boundaries with your clients and suppliers. 👉 Prepare for Potential Disputes: Employees may seek Fair Work Commission orders if they feel this right is violated. This legislation puts employee well-being at the forefront, but it also demands businesses to rethink their communication policies. Stay ahead by updating your HR practices now.

Exciting news for Australian employees! 🇦🇺 Starting August 26th, the "Right to Disconnect" law will grant you the legal right to switch off from work outside regular hours. 🕒 The Fair Work Commission has released key details, outlining a phased rollout for compliance. Employers, get ready to adjust practices to respect this new legislation! 🚨 Check out the full article on our website to learn more about the benefits, concerns, and implications of this game-changing law for work-life balance 👇 https://buff.ly/3xWLYsX -------------------------- Join our free daily newsletter for the latest updates on work-life balance laws and more: 📩📩📩📩📩 https://buff.ly/3QlzuB6 📩📩📩📩📩 -------------------------- #RightToDisconnect #FairWorkCommission #WorkLifeBalance #EmploymentLaws

HR professionals and employers gear up for potential shifts in employee rights Content Insights - The changes aim to promote a healthier work-life balance for employees. - Businesses should also evaluate their capacity to comply with employee requests to work from home. - Employers may seek legal advice to ensure compliance with evolving regulations. Read full feature here: https://hubs.la/Q02lk3jL0 Aaron Goonrey, Pinsent Masons, Emma Lutwyche, Jeremy Bilski #Employee #WorkFromHome #news

Right to Disconnect A California lawmaker wants to make it illegal for your boss to regularly contact you after hours, unless it’s an emergency or to address work schedule issues. If the bill becomes law, any employer that violates it could face a fine of at least $100 per offense. The proposed law, which would give California workers the legal “right to disconnect,” comes as the norms around work have vastly changed because of the coronavirus pandemic. Technologies that were adopted to help employees connect to their managers and colleagues remain in place regardless of whether people are working remotely or from the office. As a result, workers are more connected than ever and often feel pressured to respond at all hours. “Everyone is stressed out and works too much,” said Thressa Pine-Smith, who lives in Oakland, Calif., and works for the Yuniverse, a corporate wellness program provider. Pine-Smith left a corporate job that was expected to be 40 hours a week yet turned out to be 60 hours, which burned her out. “We need tangible solutions to correct this.” More than half of workers respond to work messages outside of their normal hours, according to a 2023 survey from Pew Research Center. To mitigate burnout and improve productivity, worker advocates and lawmakers have been mulling policies such as four-day workweeks. If passed, the California bill would require employers to establish a companywide policy on what their working hours are and how they will respect employees’ “right to disconnect.” The law would not supersede any collective bargaining contracts and applies only to salaried workers, as hourly and gig workers are protected by other laws. It’s needed to keep laws up to date with the modern realities of work, said Matt Haney, a State Assembly member representing San Francisco who introduced the bill this week. Thirteen other countries, including France, Australia, Portugal and Canada, already have laws like this, he added.

Good insights Rowan GAUNT for me there needs to be a balance while it is my bad poor example I can do a lot of work late at night [11 pm to 3 am] and early in the morning completing tasks and sending emails. Sunday nights getting ready for the working week is another habit I need to change, guess I have to change my bad habits. On the flip side, I am more than happy for my team to NOT [ disconnect ] answer my late-night or early-morning emails. Luke McDonald Loretta Salakas John Hallatt P J Edward Buenaventura #workplaceflexibility #workplaceculture #workplaceinsights #worklifebalance