The right to disconnect and what it means for you and your business
O*NO! VicPol has just won the 'right to disconnect' in their most recent enterprise agreement, and swarms of employees are now looking to fight for the same right. The global conversation around the right of disconnecting the moment contractable work hours finish has been a hot topic, with more and more countries seeking to implement laws that enforce disconnection clauses in basic workplace rights.
Here's what you need to know to start preparing for what looks like an inevitable culture shift towards a new work-life balance for employees, you and your business.
What is the right to disconnect?
The right to disconnect is essentially exactly what it sounds like. It means that your employees have the right not to be contacted outside of their contractable work hours (except in emergencies).
It means that your business will have an obligation to respect staff's work-life boundaries so they can enjoy their lives outside of work, free of an expectation to work for hours that they otherwise aren't paid for.
Why should I start considering the right to disconnect?
Look, there's a lot of things to consider when it comes to making any new big change in an organisation's business practices. We're not saying it's going to be easy to implement, but the pay-offs will by many, to name a few:
Employees will be able to manage their personal lives more effectively – meaning more time for family, exercise, hobbies or pursuing personal interests. This means happier and more relaxed staff – which means more productivity when they are in the office!
It creates a mental boundary between the office and home. Mental boundaries are important as it means that people can get into a different mindset depending on where they are. Home is for relaxing, whereas the office for work. Creating that disconnect between the two places will mean that your employees will remain more focused while they're at work – which again means increased productivity.
Your workplace culture will improve. If your employees are happy, then your office's vibe will improve and overall just be a more enjoyable place to work. And honestly, if your staff are happy, then your clients will be happy too.
Word will spread. These days, employees are looking for a healthy work-life balance when considering which companies to work for. If your business promotes a healthier work-life balance, you'll soon find yourself attracting the best people in the industry who want to work for you. Your business will be the cream of the crop compared to other businesses, and so will your staff.
How do I implement the right to disconnect?
This is the tricky question. All of this is relatively new as every industry scrambles to adjust its workplace practices in the wake of COVID-19. It may be easier to implement the right to disconnect at different employment levels first, with a long-term plan to phase out out-of-work contact eventually.
As an employer, you may be hesitant to implement the right to disconnect – but ask yourself this: Are the objections in your head real issues that absolutely cannot be overcome, or does the concept simply make you uncomfortable? I can tell you this now – if there is a will, there is a way! All change, especially change that incorporates new concepts, is always uncomfortable. At one point in time, an employer didn't even have to provide a safe workplace; now it's laughable that one wouldn't.
Things to consider with introducing disconnection practices in your workplace:
Review your contracts to make sure that employee hours are set and agreed upon by both parties – this includes weekend work!
Consider negotiating rates for work that is done outside of the traditional Mon-Fri gig.
Map out employees hours across your organisation. Where are the gaps? Can someone be available during those gaps? Would some of your employees be open to starting later in the day to work past business hours? Embrace flexible work hours – it's the new norm.
Every industry is different and has different 'usual' working hours and patterns. Think creatively about how you can implement it in your industry.
Takeaway
It's time to consider the 'right to disconnect' for your business.
Happy staff = happy clients!
Start mapping out flexible working arrangements.
Review your employee contracts for agreed hours.
Your next steps
If you're interested in introducing disconnection clauses in your employee contracts, then book a FREE 10 minute chat with us today.
Boring legal stuff: This article is general information only and cannot be regarded as legal, financial or accounting advice as it does not take into account your personal circumstances. For tailored advice, please contact us. PS - congratulations if you have read this far, you must love legal disclaimers or are a sucker for punishment.