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New research has found that over half of Aussie employers were approached by their employees about their right to disconnect (RTD), while its implementation was received differently across different states.
An independent study was conducted in July 2025 by specialist recruiter Robert Half, which involved a sample space of 500 hiring managers in finance and accounting, IT and technology and human resources, to delve into statistics regarding the 2024 RTD implementation.
Robert Half director Nicole Gorton said: “The ‘right to disconnect’ has sparked a positive change in workplace dynamics, with employees actively embracing the policy to set healthier boundaries after work hours, challenging the ‘always-on’ culture that has become so prevalent.”
Following the status quo
The recruiter found: “When asked about the actions their organisation has taken as a result of employees gaining the right to disconnect, 93 per cent of employers have revealed at least one measure has been implemented in the past 12 months.”
HR Leader reported on the status of this legislation a year on from its implementation for non-small business employers on 26 August 2024.
In this story, it was noted that only one in three (30 per cent) employees felt comfortable using their RTD rights. Based on findings by HR tech company, HiBob, “32 per cent of employees still frequently receive work-related communications outside of hours, and one in five (20 per cent) feel pressured to respond”.
Workers seeking their rights
According to this new research, over one in two (56 per cent) Aussie employers received either formal requests or complaints from workers seeking their right to disconnect, and 15 per cent received informal feedback or comments from employees.
“Small-to-medium enterprise employers (62 per cent) were more likely than large employers (51 per cent) to have received requests or formal notices of concerns from their employees,” the report said.
On a state level
West Australian employers reported the highest incidence of formal concerns or requests from their employees (78 per cent).
The state also had the highest occurrence of formal grievances from multiple employees (51 per cent) when compared with NSW (18 per cent), Victoria (22 per cent), and Queensland (29 per cent).
“The striking regional variations, particularly the high engagement in Western Australia, highlight that cultural norms and local industry dynamics play a considerable role in how this legislation is being embraced across the country,” said Gorton.
Employers in the nation’s biggest cities saw a greater likelihood of informal complaints, at 24 per cent in Victoria and 20 per cent in NSW, when compared with their less populated counterparts; 7 per cent of West Australian employees informally complained to their bosses, as well as 10 per cent of Queenslanders.
Improved wellbeing and work/life balance
The recruiter found that 77 per cent of businesses noticed heightened wellbeing and work/life balance among their workers since RTD’s implementation last year.
In May, the Australian HR Institute’s (AHRI) Quarterly Work Outlook report found that “58 per cent of employers claim that the Right to Disconnect (RTD) has improved employee engagement and productivity – with 37 per cent having observed a reduction in employee stress”.
“A further 21 per cent of employers believe there has not been a noticeable impact on wellbeing and work/life balance, while only 2 per cent of employers believe it has worsened,” said Robert Half.
Changing expectations
The recruiter found: “Employers have noticed their employees’ expectations have changed since the introduction of the right to disconnect 12 months ago, although not all workers have responded as they may have assumed.”
“However, another 13 per cent have noticed their employees’ expectations have increased. About a quarter (26 per cent) of employers have not seen a change in expectations in their workforces, while 2 per cent of employers are unsure,” it said.
Gorton said: “The overwhelming positive response from employers is a clear signal that the ‘right to disconnect’ has become a catalyst for cultural change. The legislation has seen businesses actively adapting their internal processes to build healthier and more sustainable work environments for their people.”
