How can employers embrace the right to disconnect?
The right to disconnect doesn’t require a complete overhaul of the way organisations work. Rather, it requires a shift in thinking and a series of strategic actions:
Define your baseline
Understand the current state of your organisation: what are the formal and informal channels of communication? Have these channels been defined by your policies, or have they organically evolved as part of the ‘expectations’ in your work environment. Objectively assess whether there are aspects of your workplace culture that need to change to accommodate the right to disconnect.
Know your people and operations
Understand your workforce demographics and review your data to understand how workflows, business demands and organisational structures shape workplace culture, expectations and employee experiences. Ensure your managers are equipped to effectively communicate workload expectations and working arrangements. Consider the metrics you already have available, including hours worked and engagement feedback – is your data reliable and comprehensive?
Develop clear policies
Assess whether your current policies adequately accommodate the right to disconnect, or whether adjustments are required. Ensure your policies can be consistently applied, accounting for your workforce demographics and operational environment.
Also consider how you can reinforce boundaries through simple tweaks and accessible tools including auto delayed emails and caveats in signature blocks.
Strategic communications
Treat the right to disconnect as an opportunity to communicate the value you place on your people and their mental health. Articulate measures that promote work/life balance, ensuring everyone has a clear understanding of their rights and responsibilities.
Test, review and adjust
It won’t be a ‘one size fits all’ approach. Consider pilot programs that test new ways of working with particular teams. Give these teams the opportunity to provide feedback and, when you find effective examples, see how they can be adjusted or scaled across the organisation.
When employers find alignment between their business model, operational environment and workplace culture, the right to disconnect can yield benefits for everyone.
If you would like to discuss how your business can benefit from the right to disconnect, reach out to one of our PwC Workplace Risk & Reform specialists.
1Centre for Work Health and Safety, ‘Australian WHS Survey’ 1st edition, April 2023 NSW
