Association of Hospital Pharmacists’ Post

Today's update on the Closing Loopholes reforms is from Felicity Edwards and Emma Gruschka, who look at the right to disconnect with a simple graphic summarising the changes. Check it out if you have a couple of minutes. I'm really interested in the right to disconnect and how it interacts with two of my favourite topics: (1) work health and safety and (2) equity and inclusion. We don't have any answers yet on how much of an impact the new right will have, but it is interesting times to say the least. From a #WHS perspective, will the right to connect help to provide a safer workplace? It remains to be seen if the new right will assist employees to better balance their mental health and work life balance by more clearly delineating work from home. However, it must be remembered that the changes commencing in August (for larger businesses) do not prohibit contact after hours, but provide employees with a right to refuse to monitor, read or respond to contact made from their employer or third parties (e.g. clients and customers) after hours, unless unreasonable to refuse. Although the right will be protected under the general protections provisions, how much of an impact the right will have on Australian workplaces and their cultures will be very interesting to see, particularly given employees have had the ability to refuse to work unreasonable additional hours for many years. From an #equityandinclusion perspective, advocates of the right to disconnect believe it will assist to level the playing field between those who can be available 24/7 and those who have caring responsibilities or other reasons that may prevent them from being able to be "on call" all day and all night. Again, it remains to be seen how much of an impact the new right will have in this area. Sparke Helmore Lawyers #closingloopholes #employmentlaw #HR

I’ve been thinking about this one a lot-as a legal adviser, a manager and person who (I’d like to think) has some life outside of work. Surely the intent is sound. So really, the challenge, like with lots of reforms, is how we respond and engage. Step 1: understand the new laws. Step 2: get comfortable talking about it in your organisation, with your leaders and staff. Step 3: stand by for some interesting cases. We’ve prepared a useful snap shot to help you with Step 1. See below!

The Fair Work Act now includes provisions relating to staff members “right to disconnect”. These rights take effect from August 2024 and allow employees a formal workplace right to refuse to monitor, read, or respond to contact from their employer outside of their usual working hours, unless that refusal is unreasonable. The right to disconnect aims to strike a balance between work and personal time, allowing employees to manage their availability while maintaining a healthy work-life balance. Kell Moore Lawyers can assist employers familiarise themselves with these changes and develop communication practices which also respect employee’s downtime. 📞 (02) 6021 2844 🌐 https://lnkd.in/g2XGSyYP

Do you know about the new workplace right to disconnect? My colleague Maggie Feuerherdt has written this handy summary for all employers #fairwork #righttodisconnect #employmentlaw

You might have heard about some recent changes to the Fair Work Act that give eligible employees 'a right to disconnect'. Coming in August 2024 (and later for small business) employees will be able to exercise their right to refuse contact with their employer (such as not reading or responding to emails or taking phone calls) outside their ordinary working hours unless that refusal is unreasonable. Employers will no doubt be curious as to what might constitute an unreasonable refusal? Although the legislation outlines a non-exhaustive list of factors that should be considered, determining reasonableness will heavily rely on each employee's unique circumstances - especially in today's landscape of flexible work arrangements and constant global connectivity. You can read more about these upcoming changes on the 'right to disconnect' and more, on the Fair Work Ombudman website:

Are you aware of the implications of the new rights to flexible work? In this article Jane Amphlett and Annie Long from Howard Kennedy LLP explain how the new Employment Relations Act works. Read more: https://lnkd.in/eAyJnswN

New workplace Delegates rights clause in Modern Awards (Effective 1 July 2024) The Fair Work Commission (FWC) has updated all Modern Awards to include a workplace delegates rights clause, effective from 1 July 2024, which is part of the Closing Loopholes Act amendments. What’s Included: · Representation: Delegates can represent employees, who want to be represented by the Delegate, in consultation, disputes, disciplinary processes, enterprise bargaining and other situations where representation is permitted. · Communication: Delegates can communicate during work hours including breaks and outside of working hours, and must be given, where possible, access to facilities such as meeting rooms (which provide privacy), noticeboards, and office equipment. · Training Leave: Up to 5 days of paid leave initially, with 1 day annually for training, this is limited to 1 delegate for each 50 employees. Employer Actions: 1.  Check if your employees are covered by one or more Modern Awards. 2. Identify if you have any workplace delegates. 3. Ensure compliance with the new clause. Read more here: https://lnkd.in/gv3yDA8q #fairworkcommission #fwc #employmentlaw #humanresources #industrialrelations #workplace #modernawards 

📵 ‘Right to Disconnect’ Policy Template // Yours to Download   The Fair Work Act 2009 (Cth) has been amended to include a ‘Right to Disconnect’. Aimed at better protecting the personal time of employees, the changes provide employees with a right to disconnect from work calls, emails and other work-related communications outside their working hours. To assist organisations align with the changes (which come into effect in approx. 6 months), Law Squared's Employment + Workplace Relations team has developed a best practice 'Right to Disconnect' policy template to help you get started. 📩 Download free here: https://lnkd.in/g__J8jQ6 This template is designed to help employers set expectations, empower managers to effectively lead their teams, and ensure appropriate safeguards are in place to respect and support your employees' personal time.   ⚖️ Our Employment + Workplace Relations team is here to support you to implement this policy and ensure your employee contracts, awards, position descriptions and other workplace policies are aligned with the right to disconnect. Reach out directly to Andrew Brooks Jess John Amogh Kadhe or via hello@lawsquared.com   #RightToDisconnect #FairWorkAct #EmploymentLaw #WorkplaceUpdates #HumanCentredLaw

🚨 Why are we still debating a 4-day work week? It’s not just about compressed hours or squeezing the same workload into fewer days. The real question is: Why aren’t we focusing on creating true flexibility for everyone? 🌱 Flexibility isn’t just a ‘reasonable adjustment’ for disabilities under employment law. It should be a standard for every employee, shaped around individual needs, roles, and feedback. 👂 Imagine if organisations actually listened to their teams and adapted work structures based on what works best for the people doing the work – rather than rigid policies that don’t fit everyone. 💡 It’s time to think beyond traditional models. Flexibility fuels well-being, engagement, and productivity. So why aren’t more organisations embracing this? What are your thoughts? Can flexibility be the norm rather than the exception? https://lnkd.in/eFvgrD7G

Starting August 26, the Fair Work Act 2009 will include a formal workplace right allowing employees to disconnect from work outside their usual hours. This amendment aims to safeguard the health and wellbeing of workers in our increasingly hyper-connected world.    However, is this measure enough? While the right to disconnect is a significant step forward, it alone may not fully address the pervasive issues of constant connectivity, blurred lines between work and life, and the inability of employees to switch off.    Preparing for the implementation of the ‘Right to Disconnect’ legislation will necessitate organisations thoroughly reassessing and modifying workplace policies, employment contracts, and procedures. Additionally, leaders will need to enhance their ‘soft’ skills to effectively navigate this transition on an individual level with their team members. Equally important is equipping team members with the skills to proactively disconnect and engage in open dialogues with their leaders regarding their needs and expectations.    Upskill your team on the right to disconnect: Check out our services below.  https://lnkd.in/dXz43c-5    If you would like to watch the full webinar, Subscribe to our Research and Insights Page: https://lnkd.in/gUeZjXpx.