"It's forced conversations to happen."
"Employers are now listening to that directive in the law and starting to understand that there is a 'line' that should be drawn."
"It's just trying to give workers a reprieve, in a way, to say, 'Hey, you're OK. You can actually have a break', or, 'Take a break when you're at home, you don't have to actually still be working.'"
"For me personally it definitely meant permission to do things like silencing emails, getting rid of notifications altogether on my days off and on weekends. I think it gave me the possibility of that, whereas before, it almost felt like, 'Is this allowed?'"
"And I think it's really needed. The temptation to lean into being in constant communication is there and we really do need these boundaries to be put in place to kind of push us back into a healthier way of working."
"The law does not stop an employer from sending an email outside of somebody's set hours, or a phone call or a text, but it just gives the employees the right to not have to respond if it's outside of hours."
"I think COVID was really the launch pad for a broader discussion on flexibility in all its variations, whether that be exploring a four-day work week, work from home [or the] ability to leave major cities and take up residence in smaller and more affordable cities."
- 65 per cent of Australian employers were "bullish" (confident) on the prospects of right to disconnect
- 23 per cent of employers were struggling to maintain productivity in roles where they were required to have flexibility and work outside of contracted hours
- Only 20 per cent had actually started to take action or measures to ensure it was going to be implemented
"Those two things have to kind of mesh in a perfect universe, and as we continue to see positive returns, I think you'll see, hopefully, more flexibility allowed to employees."