๐๐ข๐ ๐ก๐ญ ๐ญ๐จ ๐๐ข๐ฌ๐๐จ๐ง๐ง๐๐๐ญ ๐๐๐๐: ๐๐จ๐ฆ๐ฉ๐ฅ๐ข๐๐ง๐๐ ๐๐ฎ๐ข๐๐ ๐๐จ๐ซ ๐๐ฆ๐ฉ๐ฅ๐จ๐ฒ๐๐ซ๐ฌ
๐๐ข๐ ๐ก๐ญ ๐ญ๐จ ๐๐ข๐ฌ๐๐จ๐ง๐ง๐๐๐ญ ๐๐๐๐: ๐๐จ๐ฆ๐ฉ๐ฅ๐ข๐๐ง๐๐ ๐๐ฎ๐ข๐๐ ๐๐จ๐ซ ๐๐ฆ๐ฉ๐ฅ๐จ๐ฒ๐๐ซ๐ฌ
Late emails. Weekend messages. โQuickโ after-hours requests.
For many businesses, this has been normal.
๐ But under Australiaโs Right to Disconnect law, this is now a compliance issue โ not just workplace culture.
If employees can legally refuse unreasonable after-hours contact, your business must have clear rules, systems, and payroll processes in place.
What Is the Right to Disconnect Law in Australia?
The Right to Disconnect allows employees to:
โ๏ธ Refuse to monitor, read, or respond to work communications
โ๏ธ Outside their ordinary working hours
โ๏ธ Unless the refusal is considered unreasonable
โ ๏ธ Key point:
Itโs not about how politely a message is sent โ
๐ Itโs about whether the contact itself is reasonable
What Has Changed for Employers?
The law does NOT ban after-hours contact.
๐ It requires employers to assess:
- Timing of contact
- Purpose of communication
- Role of the employee
- Urgency of the situation
๐ก Example:
โ๏ธ Emergency payroll issue = may be reasonable
โ Routine admin request at night = usually not reasonable
Why This Is More Than an HR Issue
This law directly impacts:
โ๏ธ Payroll
โ๏ธ Timesheets
โ๏ธ Overtime / time in lieu
โ๏ธ Recordkeeping
โ๏ธ ATO compliance
๐ If an employee works after hours, even briefly:
- It may count as paid work
- It must be recorded properly
- It may affect super & wage compliance
When Does This Law Apply?
| Business Size | Start Date |
|---|---|
| More than 15 employees | 26 August 2024 |
| Fewer than 15 employees | 26 August 2025 |
๐ For small businesses:
โณ You must be fully compliant before August 2026
The 5 Key Factors of โReasonable Contactโ
Employers must assess:
1๏ธโฃ Reason for contact (urgent vs routine)
2๏ธโฃ Level of disruption (email vs repeated calls)
3๏ธโฃ Employee role & pay level
4๏ธโฃ Personal circumstances (family, health, etc.)
5๏ธโฃ Existing agreements or policies
What Reasonable Contact Looks Like
โ Acceptable:
โ๏ธ Emergency system failure
โ๏ธ Security or compliance issue
โ๏ธ On-call employee contacted
โ Risky:
๐ซ Late-night โquick questionsโ
๐ซ Routine follow-ups
๐ซ Group messages without clear responsibility
๐ซ Expecting instant replies
Employer Obligations (Practical Requirements)
You must be able to show:
โ๏ธ Why contact happened
โ๏ธ Who approved it
โ๏ธ Whether response was required
โ๏ธ If work was performed โ how it was recorded & paid
๐ If your system relies on WhatsApp, texts, or calls โ
โ ๏ธ You likely have a compliance gap
Step-by-Step Compliance Plan
1๏ธโฃ Audit After-Hours Communication
โ Emails, Teams, WhatsApp, SMS
โ Who contacts staff
โ Frequency & expectations
2๏ธโฃ Define Ordinary Working Hours
โ Clear hours per role
โ On-call arrangements
โ Availability expectations
3๏ธโฃ Categorise Contact Types
| Type | Action |
|---|---|
| Routine | Wait until next day |
| Time-sensitive | Escalate carefully |
| Emergency | Contact allowed |
4๏ธโฃ Train Managers
โ Apply โreasonablenessโ test
โ Use delayed emails
โ Avoid unnecessary contact
โ Document urgent cases
5๏ธโฃ Link to Payroll Systems
โ Record after-hours work
โ Track approvals
โ Separate ordinary vs extra time
โ Align with Xero / MYOB
6๏ธโฃ Create Dispute Process
โ Clear escalation path
โ Record issues
โ Internal resolution steps
Right to Disconnect Policy Checklist
โ๏ธ Defined working hours
โ๏ธ Clear after-hours rules
โ๏ธ Emergency contact process
โ๏ธ Response expectations
โ๏ธ Payroll recording system
โ๏ธ Manager training
โ๏ธ Employee escalation pathway
Common Mistakes Employers Make
โ Treating it as HR-only issue
โ No record of after-hours work
โ Managers creating informal expectations
โ No clear urgency definition
โ Payroll & contracts not aligned
Where the Risk Actually Happens
The biggest issue is poor recordkeeping.
๐ If after-hours work happens but is NOT recorded:
- Wage disputes can arise
- Super obligations may be affected
- ATO & Fair Work risk increases
Practical Fix for Small Businesses
โ Create one approval system for after-hours work
โ Record time in payroll/timesheets
โ Assign manager responsibility
โ Review records each pay cycle
Frequently Asked Questions
Can employees refuse after-hours calls?
โ๏ธ Yes, unless refusal is unreasonable
Does this ban all after-hours contact?
โ No โ only unreasonable contact
Do small businesses need a policy?
โ๏ธ Yes, strongly recommended
What if employee works after hours?
โ๏ธ Must be recorded and may require payment
Does seniority matter?
โ๏ธ Yes, part of reasonableness test
Final Takeaway
๐ This law is about control + documentation
If your business:
- Sends after-hours messages
- Expects quick replies
- Doesnโt record extra time
โ ๏ธ You are exposed to compliance risk
๐ค How Supertax Helps
โ๏ธ Payroll system setup & compliance
โ๏ธ Xero / MYOB workflow alignment
โ๏ธ Award & wage compliance review
โ๏ธ Recordkeeping system design
โ๏ธ Business advisory support
๐ ๐๐๐๐๐๐๐ ๐๐๐๐๐๐๐๐
๐ Website: https://supertax.com.au/
๐ Suite 1, 7 Bridge St, Werribee VIC 3030
๐ (03) 7074 8818
๐ง info@supertax.com.au
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