Written by: Therapy Near Me Editorial Team

Clinically reviewed by: qualified members of the Therapy Near Me clinical team

Last updated: 19/06/2025

This article is intended as general information only and does not replace personalised medical or mental health advice. Learn more about our Editorial Policy.

Australia has recently introduced new “right to disconnect” laws aimed at protecting workers from the pervasive intrusion of work into their personal lives, particularly outside of normal working hours. This legislation reflects a growing global recognition of the importance of work-life balance and the need to safeguard workers’ mental health. As the lines between work and personal life continue to blur, especially with the rise of remote work, these laws are a critical step in ensuring that employees can truly switch off from work, both physically and mentally. This article explores the implications of these laws and their potential psychological effects on workers.

Keywords: Right to disconnect laws Australia, Australian work-life balance legislation, Employee mental health legislation Australia, Work-related stress and disconnection, Australia’s workplace mental health policies, Australia Fair Work Amendment Right to Disconnect

The right to disconnect refers to the legal protection that allows employees to disengage from work-related communications, such as emails, phone calls, and messages, outside of their regular working hours. This concept has gained traction in various countries, including France, Canada, and now Australia, as a response to the increasing demands placed on workers in the digital age. The legislation aims to prevent the expectation that employees must be constantly available, which can lead to work-related stress and burnout (Wood, Michaelides, & Totterdell, 2021).

In Australia, these laws have been introduced as part of broader efforts to modernise employment regulations and address the challenges posed by the evolving nature of work. The right to disconnect is seen as a necessary measure to protect employees from the adverse effects of being perpetually “on-call,” a situation that has been exacerbated by the COVID-19 pandemic and the subsequent shift to remote work (Australian Government, 2023).

The introduction of right to disconnect laws is expected to have several positive psychological effects on workers. These include reduced stress, improved mental health, and a better work-life balance. However, the effectiveness of these laws in achieving these outcomes will depend on various factors, including the implementation of the legislation and the workplace culture surrounding its enforcement.

1. Reduction in Work-Related Stress:

One of the primary psychological benefits of the right to disconnect is the reduction of work-related stress. Continuous connectivity to work can lead to what is known as “technostress,” a form of stress associated with the constant use of technology and the inability to switch off from work (Tarafdar et al., 2019). By allowing employees to disengage from work outside of their designated hours, the right to disconnect can alleviate this stress, leading to lower levels of anxiety and burnout.

Research has shown that work-related stress is a significant contributor to various mental health issues, including anxiety, depression, and burnout (Kivimäki et al., 2015). By reducing the pressure to be constantly available, the right to disconnect can help mitigate these risks, leading to better overall mental health outcomes for workers.

2. Improved Work-Life Balance:

The right to disconnect also plays a crucial role in promoting a healthier work-life balance. When employees are able to fully disengage from work during their personal time, they can dedicate more attention to other aspects of their lives, such as family, hobbies, and self-care. This balance is essential for maintaining mental and emotional well-being (Greenhaus & Allen, 2011).

Work-life balance has been consistently linked to job satisfaction and overall life satisfaction. Employees who feel that they have a good balance between their work and personal lives are more likely to be engaged, motivated, and productive in their jobs (Carlson et al., 2009). The right to disconnect laws support this balance by ensuring that workers have the time and space to recharge, leading to more sustainable work practices.

3. Prevention of Burnout:

Burnout is a state of physical, emotional, and mental exhaustion caused by prolonged exposure to work-related stress. It is particularly prevalent in environments where employees are expected to be constantly available and responsive (Maslach & Leiter, 2016). The right to disconnect can be a critical tool in preventing burnout by establishing clear boundaries between work and personal time.

Studies have shown that employees who experience high levels of burnout are more likely to take sick leave, experience reduced productivity, and even leave their jobs (Schaufeli et al., 2009). By protecting employees’ right to disconnect, employers can reduce the incidence of burnout, leading to a healthier and more resilient workforce.

While the right to disconnect laws have the potential to bring significant psychological benefits, their success will largely depend on how they are implemented and enforced. One of the main challenges is ensuring that both employers and employees understand and respect these boundaries. In some cases, workplace cultures that prioritise constant availability may resist the changes required by this legislation, making it difficult for employees to fully exercise their right to disconnect.

Furthermore, the effectiveness of these laws may vary across different industries and job roles. For example, workers in high-pressure environments or those in leadership positions may find it more challenging to disconnect from work, even with legal protections in place. Therefore, it is crucial for organisations to foster a culture that supports the right to disconnect and to provide employees with the resources and support they need to manage their workloads effectively (Peetz et al., 2020).

Australia’s new right to disconnect laws represent an important step towards protecting workers’ mental health and promoting a healthier work-life balance. By reducing work-related stress, preventing burnout, and fostering a culture of balance, these laws have the potential to significantly improve the psychological well-being of employees. However, the success of these laws will depend on their implementation and the willingness of employers to embrace these changes. As the nature of work continues to evolve, it is essential that we prioritise the mental health of workers and ensure that they have the right to truly disconnect.

• Australian Government. (2023). Fair Work Legislation Amendment (Right to Disconnect) Bill 2023. Australian Government.
• Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2009). Work-family balance and supervisor appraised citizenship behavior: The link of positive affect. Journal of Behavioral Studies in Business, 2(1), 1-13.
• Greenhaus, J. H., & Allen, T. D. (2011). Work-family balance: A review and extension of the literature. Handbook of Occupational Health Psychology, 2, 165-183.
• Kivimäki, M., Nyberg, S. T., Batty, G. D., Fransson, E. I., Heikkilä, K., Alfredsson, L., … & Theorell, T. (2015). Job strain as a risk factor for coronary heart disease: A collaborative meta-analysis of individual participant data. The Lancet, 380(9852), 1491-1497.
• Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2), 103-111.
• Peetz, D., Townsend, K., Russell, B., Houghton, C., & Allan, C. (2020). The impact of working arrangements on the work-life balance outcomes of managers and employees. Australian Bulletin of Labour, 46(1), 68-90.
• Schaufeli, W. B., Leiter, M. P., & Maslach, C. (2009). Burnout: 35 years of research and practice. Career Development International, 14(3), 204-220.
• Tarafdar, M., Cooper, C. L., & Stich, J. F. (2019). The technostress trifecta: Techno eustress, techno distress, and design: Theoretical directions and an agenda for research. Information Systems Journal, 29(1), 6-42.
• Wood, S. J., Michaelides, G., & Totterdell, P. (2021). The future of work: Disconnected and unemployed? The psychology of the disconnected worker. International Journal of Human Resource Management, 32(1), 20-39.

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