As a medium to large business owner in the electrotechnology sector, you’ve likely experienced the pressure to be always available. But have you considered the impact this constant connectivity has on your team? The new ‘right to disconnect’ laws are about more than just compliance, they're about fostering a workplace where employees can recharge, leading to greater productivity and job satisfaction.

These new regulations, which are in effect for businesses with 15 or more employees, mandate a strict disconnect period outside of an employee’s working hours. This means employees must be free from work-related communication during this time, allowing them to truly step away from their job. For small businesses with fewer than 15 employees, the deadline for compliance is 26 August 2025.

According to Naveen Raghavan, Workplace Relations Consultant, Constructive Legal Solutions, the new laws have created a more balanced and attractive working environment for employees, “The right to disconnect can boost employee loyalty and retention, as well as productivity, so this is good news for business.”

To effectively implement the ‘right to disconnect’ legislation, it's crucial for businesses to establish clear boundaries not only within the team but also with clients. Here's how you, as an employer, can achieve this:

• Clearly outline work hours in contracts and policies so both employees and clients understand when tasks should be handled.
• Set communication boundaries by discouraging or prohibiting work-related contact outside designated hours, except in emergencies and ensure clients are informed of these limits.
• Communicate availability clearly to clients, setting firm boundaries for after-hours inquiries and addressing non-urgent matters on the next business day.
• Foster a culture where employees fully disconnect during evenings, weekends and annual leave, as well as reminding both employees and clients of these boundaries.
• Establish a backfill strategy to cover roles when employees are on leave, ensuring your business continues to function smoothly in their absence.
• Practise good tech hygiene by separating work and personal emails and having an out of office alerts.
• Provide training for employees and managers on work-life balance and respecting the right to disconnect, including managing client expectations.
• Regularly review and adjust policies, gathering feedback from employees and clients to ensure boundaries are effective and respected.
• Practise psychological disconnection with emphasis on selfcare and wellbeing to properly switch off.

According to Naveen, it may be a good opportunity for small businesses with less than 15 employees to start embracing the changes earlier, "Waiting until the next year to adapt could put undue stress on your business and your employees.”

In the electrotechnology sector, where the nature of work often demands immediate responses and after-hours problem-solving, these new laws may seem daunting. However, they also present an opportunity to reshape workplace culture positively.

"By implementing clear boundaries, businesses can create a more sustainable work environment, one that respects both the employees' need for personal time and the business's operational requirements. Transitioning to a culture that respects the right to disconnect doesn't happen overnight. It requires clear policies, consistent enforcement and leadership. This transition might involve setting clear expectations with staff and customers about communication windows or utilising technology to automate and manage after-hours enquiries. Adjusting to these changes can also help businesses attract and retain talent in a competitive market. As more workers seek employers who prioritise work-life balance, those who can demonstrate a commitment to these values will stand out,” Naveen says.

Now is a crucial time for businesses to start making adjustments. Begin by evaluating your current communication practices. Are your employees expected to be available at all hours? How can you ensure that work-related communications are limited to appropriate times?
If you need assistance navigating these changes and setting up effective policies, the experts at the NECA Vic Workplace Relations team are here to help.

Call NECA Victoria on 1300 300 031 or email your enquiry to [email protected]