Clear and open communication is essential for fostering a positive and productive work environment. It also plays a key role in preventing potential workplace issues. Both employers and employees share the responsibility of maintaining effective communication in and about the workplace.
To ensure mutual understanding, employers and employees are encouraged to discuss expectations regarding out-of-hours contact. When possible, having these conversations in advance can help establish clear guidelines that align with both the needs of the workplace and the employee’s role, promoting a balanced and respectful work culture.
A discussion about out of hours contact could include, when the employee may be expected to monitor, read or respond to contact. Employees should have a clear understanding of when they can disconnect from work and when they may be expected to monitor, read, or respond to communications.
It’s important to check the relevant award, enterprise agreement or employment contract for entitlements that may apply.
Managers and supervisors should establish formal out-of-hours contact arrangements and ensure they are communicated to senior leaders. Additionally, when dealing with external clients, managers and supervisors may need to consider whether and how to set expectations around after-hours communication.
Out-of-hours contact arrangements should be reviewed periodically to ensure they remain appropriate. Reviews may take place on a regular basis or when an employee’s work schedule changes, such as adjustments due to a flexible work arrangement.
Want to know more?
Our Industrial Relations Webinar on 18 March 2025 at 10:30am to 11:30am will cover off on all you need to know about Right to Disconnect, Pay Secrecy, Job Advertisements and Flexible Working Arrangements. You can register here.
Need advice now? South Australian Business Chamber members can call the Business Advice Hotline on (08) 8300 0000 (select option one)
