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From August 26, 2024, new regulations will grant employees the "Right to Disconnect." This means employees can refuse work-related communication outside regular hours, unless deemed unreasonable. The impact is significant for non-small business employers in August and small business employers in August 2025. Employers here's what you need to do: 💡 Review and update employment contracts. 💡 Establish clear policies on out-of-hours contact. 💡 Communicate expectations clearly to all employees. These steps will foster a healthier work-life balance, enhancing job satisfaction and productivity within your team. #RightToDisconnect #WorkLifeBalance #EmployeeWellness

🔗 The right to disconnect📱 In a world where technology is always at our fingertips and thus for many so is work, it is hard to disconnect from the work day. The government has decreed that from the 26th of August 2024 and the 26th of August 2025 for large and small businesses respectfully the legal 'right to disconnect' will be enforced. What does this mean? Eligible employees will have the right to refuse employer or third-party contact outside of working hours. This may change the internal culture and way many companies work. How will you implement the Right to Disconnect in your organisation? Share your strategies and challenges in the comments! Click the link below to learn more. https://lnkd.in/gctV-ZfM Motion Recruitment with Daniel Lee Lachlan Edmonds-Munro and Mariam Spilioti #ITRecruitment #RightToDisconnect #ERIR #FairWordOmbudsman

Is it possible to blend flexibility with the right to disconnect? 🤔 Australia is set to pioneer legislation that lets employees tune out work messages after hours guilt-free. But what does this mean in practice? Our CEO Ben Thompson weighs in for Dynamic Business: "A balanced approach is required – one that respects employees’ rights to disconnect while preserving the advantages of flexible work and creating less complexity for managers.” Curious to learn more? Dive in here: https://lnkd.in/gjQpnT4t #worklifebalance #flexiblework #righttodisconnect #EmploymentHeroAU

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

Have you familiarised yourself with the recently introduced “Right to disconnect” laws? These laws are effective from 26 August 2024 for non-small business employers and 26 August 2025 for small business employers. At a glance, employees will have a new ‘right to disconnect’ outside of working hours. This will also enable them the right to refuse contact outside their working hours unless considered unreasonable. This means an employee can refuse to monitor, read or respond to contact from an employer or a third party. This also includes attempted contact outside of an employee’s working hours. For more information please visit: https://lnkd.in/gBBCcYHV Please share your thoughts below. #righttodisconnect #brisbanejobs #urbandevelopment #builtenvironment #boundaries #worklifebalance

Employers have a duty of care to their employees, and in the wake of a crisis like the images widely reported in all news outlets in the last few weeks, that support is more important than ever. During times of unrest, here’s a few ways you can show that much-needed support to your team: 🟣 Be clear about employee expectations - employees should not put themselves in danger unnecessarily, and this includes during their commute. If it’s unsafe for employees to travel to work at their usual time, consider offering flexible start and finish times or allowing them to work from home if possible. 🟣 Ask employees to check local information prior to travelling or commuting 🟣 Employees should be able to discuss concerns with their line manager - this includes concerns about their own safety and discrimination inside and outside of the workplace. 🟣 Make employees aware of how to report inappropriate behaviour in the workplace and act on any reports that are made in a professional and timely manner. 🟣 Remind employees of how to access the Employee Assistance Programme if you have one. #management #support #hr #equality

Imagine a time before cell phones, laptops, cloud storage, and reliable home internet. It wasn't that long ago! In fact, that was the situation early in my career. In this era, when you were away from the office, you were pretty much off. Sure, your manager could call you at home, but there was no expectation to be checking messages and responding at all hours. We were *unreachable* during our commutes! If we had to take work home to do, it was literal file folders stuffed with papers. The rise of easy connectivity has enabled my current career and opened a path towards flexibility, but it has also blurred the boundaries between work time and personal time in ways that are not necessarily awesome. Where's the balance? #boundaries #workculture #digitalnomad

In an era where the term "toxic" is commonly used to characterize individuals, workplaces, and even the air we breathe, its usage remains subjective and varies depending on the person and context. The pervasive use of this term raises the question of whether it hinders our ability to address the real issues in the workplace. This article prompts thoughts on the potential impact of the overuse of a term and its implications on workplace dynamics.

The Workplace Unplugged: Navigating the Right to Disconnect With the digital age blurring the lines between work and personal life comes the introduction of the new right to disconnect. The new right included in amendments to the Fair Work Act 2009 allows an employee to refuse contact or attempted contact from their employer or a third party such as a customer, supplier, or client outside of work hours. Complying with this right is likely to shake up workplace dynamics, and navigating the correct path will be challenging but necessary. Most employers need to start taking steps in preparation as the right starts on 26 August 2024. Small businesses have until 26 August 2025. https://lnkd.in/gSY_uSv3

In February, Australia passed the “right to disconnect” law that prohibits employers from contacting workers after hours, unless the refusal is unreasonable. The law goes into effect later this year, and it might bring a wave of adjustments. Here's how employers can navigate smoothly: 1. Impact Assessment: Consider how the introduction of this new right impacts your current operations, processes, and stakeholders. 2. Review Contracts & Policies: Double-check employment contracts and current policies regarding after-hours communication. Ensure they align with the right to disconnect. 3. Manager Training: Equip managers with the knowledge and tools to understand and implement the right to disconnect, ensuring they avoid any negative repercussions for employees who reasonably exercise their right to not respond outside of work hours. 4. Workplace Policies: Develop clear workplace policies outlining expectations for after-hours communication in specific situations (e.g., on-call staff). 5. Employee Communication: Educate employees about their right to disconnect and how to exercise it effectively and reasonably. Feeling unsure about implementing the right to disconnect in your business? A-HA is here to guide you through the process! Get in touch today! #ahumanagency #humanfriendlyworkplace #righttodisconnect #workplacepolicy #employeeengagement #worklifebalance #workplaceculture #culturematters