37% of employees feel pressure to be ‘always on’ despite Right to Disconnect laws

New data from ELMO Software suggests lingering expectations and mixed employer messaging

• Only three in ten workers feel very comfortable ignoring out of hours work contact
• More than three in five (62%) admit they have responded to out of hours contact simply to look committed or avoid negative judgement
• 16% have reported one or more negative consequences for not responding
• Nearly one in four (23%) think their employer’s support for switching off is merely for show

26 August 2025 – Almost a year since Right to Disconnect laws took effect for medium and large businesses, new research from ELMO Software reveals many workers are still struggling to set boundaries and shake the pressure to be constantly available.

The Right to Disconnect is a workplace entitlement that allows employees to disengage from work-related communications outside their official working hours. While employees are still permitted to contact colleagues after hours, there is no obligation for the recipient to respond.

Yet despite this legal entitlement, only three in ten (30%) Australian workers say they feel very comfortable ignoring out of hours work contact, while nearly two in five (37%) don’t feel comfortable at all. 

The latest ELMO Employee Sentiment Index (ESI), covering April to June 2025, surveyed over 1,000 Australian employees to gauge workforce sentiment around job security, wellbeing, and broader economic pressures.

The findings show signs that the legal right to switch off hasn’t fully translated into practice.

“These findings reflect a transitional moment for many workplaces,” said Joseph Lyons, CEO of ELMO Software. “The Right to Disconnect gives employers a clear framework, but it takes time, consistency and honest conversations to embed new habits and build trust.”

A culture of responsiveness 

More than three in five (62%) workers admit to responding to out of hours contact just to appear committed or avoid negative judgement, including one in four (26%) who do so regularly. One in six (16%) say they have experienced actual consequences for not replying after hours, including having their commitment questioned (10%) or feeling overlooked for a promotion or pay increase (5%).

“In a workforce where two in five (40%) employees report burnout, the expectation to be always on is unsustainable,” Lyons said. “Clear communication and follow-through from leaders can go a long way in helping teams set healthy boundaries without compromising on performance or connection.”

And while three in five (60%) believe their employer genuinely supports their right to switch off, almost a quarter (23%) say the support feels like lip service. A further 17% are unsure, highlighting a disconnect between policy and perception.

Disconnect across generations and genders

The research points to generational and gendered differences in how people experience and respond to after hours contact. Only 9% of Baby Boomers say they are more likely to ignore after hours contact since the new laws, compared to 29% of Gen Z workers.

Women are significantly less comfortable than men in switching off (44% vs 31%), suggesting that social or cultural pressures may weigh more heavily on female workers.

“With the generational shift in attitudes to work-life balance, forward-looking organisations are using this moment to recalibrate. It’s about aligning expectations with evolving workstyles, and using technology, tools and culture to support people to do their best work, without burning out,” Lyons said.

Job insecurity fuelling after hours availability

The report also shows that concerns about job security may be contributing to after hours responsiveness. Only 30% of workers say they feel economically secure, down from 33% in Q1, and well below 2024 levels (53% in Q4 2024). 

Almost half (47%) believe they need to work longer and harder hours to protect their jobs, up ten points from 37% six months ago.

“When people are feeling uncertain about the future, it’s natural to go the extra mile,” Lyons said. “But over time, that can take a toll. Sustained performance doesn’t come from longer hours. It comes from clarity, focus, and the freedom to deliver outcomes without needing to be always visible.”

Small business next in line

With Right to Disconnect laws set to extend to small business employers from 26 August 2025, the findings offer a timely reminder: policy is just the starting point. Embedding lasting change will depend on clear communication, consistent leadership, and a workplace culture that genuinely supports balance.