The right to disconnect took effect for non-small business employers on 26 August 2024, and for small business employers (fewer than 15 employees) on 26 August 2025. Both groups are now operating under the law. The Fair Work Commission can issue stop orders and impose penalties where employers do not have appropriate frameworks in place. Simply continuing to operate without a policy is no longer a viable position for any employer.
Brookvale HR Solutions delivers the Right to Disconnect Pack: a complete compliance package covering policy, manager guidelines, contract review, and implementation support. Daniel Holbrook builds every document for the specific business, its industry, its workforce composition, and its existing employment agreements. This is not a template. $1,450, fixed fee.
The right to disconnect is now a workplace right under the general protections provisions of the Fair Work Act. Employers who continue to operate without a documented policy, manager guidelines, and contract clauses that reflect the new framework face Fair Work Commission stop-order applications and adverse-action exposure.
The right to disconnect commenced for employers with 15 or more employees on 26 August 2024. Employers operating without a documented framework since that date have been carrying compliance exposure for over a year.
The right to disconnect commenced for employers with fewer than 15 employees on 26 August 2025. Every employer regardless of size now operates under the law and is expected to have a documented position on after-hours contact.
Because the right to disconnect is a workplace right under the general protections, taking adverse action against an employee for exercising it creates a separate adverse-action exposure. The Fair Work Commission can also issue stop orders on application.
A 15-point gap analysis covering right to disconnect obligations, employment contracts, and workplace policies. $1,500 fixed fee, fully credited toward follow-on work including the Right to Disconnect Pack.
The following deliverables are tailored to each business. Daniel personally develops every document, ensuring the pack integrates with existing employment contracts, enterprise agreements, and Modern Award obligations.
A standalone policy aligned with the Fair Work Act, applicable Modern Award, and any enterprise agreement, addressing both employer and employee rights and obligations.
Practical guidelines on what contact is reasonable, what is not, and how to handle the Fair Work Act "reasonableness" factors in real situations.
A framework that distinguishes on-call requirements from general after-hours contact for businesses with staff required to be available outside standard hours.
Review of existing contracts and recommendations for any clause updates required to comply with the right to disconnect provisions.
Analysis of how the right to disconnect interacts with any enterprise agreement or Modern Award provisions that apply to the business.
A practical briefing for managers and supervisors explaining the legal obligations, what constitutes unreasonable contact, and how to manage the transition.
Step-by-step guidance on communicating the policy, integrating it with existing HR documentation, and managing employee acknowledgement.
Daniel walks the business owner through every document, the rationale behind each provision, and any business-specific questions.
Every deliverable is developed from scratch for the specific business. No templates downloaded from the internet, no generic frameworks adapted at the last minute. The price covers the complete pack including the debrief call. No additional charges, no hourly overruns, and no lock-in contracts.
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Tool
Step 1 of 5
Takes about 2 minutes.
Five questions. See where your business stands on right to disconnect compliance and what needs attention.
The right to disconnect gives employees the right to refuse to read or respond to contact, or to monitor contact or attempted contact, from the employer outside their working hours, unless the refusal is unreasonable. The legislation applies to contact from the employer and from third parties where the contact relates to the employee’s work.
Whether a refusal is reasonable depends on factors set out in the Fair Work Act: the reason for the contact, the disruption to the employee, whether they are compensated for being available, the nature of the role, and the employee’s personal circumstances. For a deeper walkthrough of how these factors apply in practice, see the right to disconnect guide.
The Right to Disconnect Pack is relevant to any employer where staff are contacted outside standard working hours. This includes:
If you are unsure whether your current arrangements comply with the right to disconnect requirements, book a call with Daniel to discuss your situation. You can also take the Readiness Check above or explore other compliance tools to identify gaps in your current framework.
“ I recently engaged Brookvale HR Solutions, led by Dan and his team, and was thoroughly impressed. Dan combines deep HR expertise with a practical, people-first approach. He provides clear advice and handles complex issues with professionalism and empathy. He’s a HR / Safety weapon. 10/10 recommend! ”
Directors face personal exposure under the Sex Discrimination Act.
A documented prevention framework that meets all seven AHRC standards.
AI tools are often used outside working hours.
Governance over how and when AI tools are used, with provisions that complement the right to disconnect framework.
Need the complete HR documentation framework?
Contracts, policies, procedures, and compliance documentation built for your business.
$1,450 fixed fee. Complete pack delivered within two weeks of scoping. No lock-in contracts. A direct conversation about your right-to-disconnect position, and a structured path to a compliant framework.
