Australian companies must comply with the new right-to-disconnect legislation, which allows employees to refuse after-hours contact from their employers. Natasha Hawker of Employee Matters warns that many businesses are unprepared and could face fines of up to $18,000 if they fail to act.
Key Points on the New Right-to-Disconnect Law:
- The rules apply from August 26, 2024 for businesses with over 15 employees. Smaller companies have until August 26, 2025.
- Workers can refuse after-hours contact, with fines for non-compliance.
- This legislation intersects with existing psychosocial hazard regulations, highlighting the need for proactive policy updates.
- Businesses should update policies, educate staff, and review job descriptions and contracts to align with the new Employee Relations legislations.
Read the full article in The Australian, Business Review for detailed insights and advice on how to prepare your business for these changes.
About Natasha Hawker
Natasha Hawker is a highly experienced employee expert, speaker, author and entrepreneur. Her forte lies in understanding and communicating all aspects of HR, people management, and employment relations. With nearly three decades as a presenter, her reach extends internationally, sharing her knowledge with audiences in Australia, New Zealand, Philippines, USA, France, India, and the UK.
About Employee Matters
Founded by Natasha Hawker in 2011, Employee Matters offers businesses top-tier, in-house HR and recruitment expertise. Specialising in helping SMEs to become more profitable, grow, and build sustainable businesses, Employee Matters is Australia’s go-to resource for all employment issues and challenges. As a finalist in the 2023 Telstra Best of Business Awards, Employee Matters continues to set the standard for excellence in HR services. https://www.employeematters.com.au/
More information on Right to Disconnect Laws available HERE
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Your Guide
Access this concise Closing Loopholes Bill summary and guide detailing the proposed changes to the Fair Work Act, and the implications for employers.
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