RIGHT TO DISCONNECT POLICY
Super Good Group is committed to maintaining an innovative and agile workforce while recognising that work is only one aspect of employees’ lives. We fully support our employees in disconnecting from work outside of their working hours to ensure balance, well-being, and compliance with the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2024 (Cth).
This Policy outlines the principles and practices to support the right to disconnect from work-related duties and communications during non-working hours.
PURPOSE
The purpose of this policy is to:
- Promote a healthy work-life balance.
- Establish clear expectations around communication outside working hours.
- Support compliance with applicable workplace legislation.
SCOPE
This policy applies to all employees of [Insert Company Name], regardless of employment type or position.
DEFINITIONS
- Working Hours: The ordinary or rostered hours as defined in an employee’s employment agreement.
- Out of Working Hours Contact: Any communication outside an employee’s defined working hours, from the Company or a third party, relating to work matters.
ROLES & RESPONSIBILITIES
Leadership Responsibilities:
- Foster a culture that respects the right to disconnect.
- Provide appropriate training and communication on this policy.
- Ensure complaints are handled confidentially and seriously.

Employee Responsibilities:
- Respect colleagues’ right to disconnect.
- Complete reports or hand-over processes entirely and with thorough detail to ensure others to inherit layover tasks.
- Avoid unnecessary out-of-hours work communications.
- Seek clarification if unsure about policy expectations.
- Report concerns regarding breaches of this policy.
PROCEDURES
If an employee feels they have been unreasonably contacted or penalised for exercising their right to disconnect, the following procedure applies:

Step 1: Confront the Issue
If appropriate, make the person aware that their behaviour is unwelcome and should stop.

Step 2: Report the Issue
Speak to a manager, senior leader, or the CEO. Your concerns will be taken seriously and handled per this policy.

Step 3: Company Intervention
Depending on the situation, options may include:
- Informal discussion or facilitated meetings.
- Formal investigations for serious matters.

Factors considered when evaluating reasonableness of contact:
- Reason for the contact.
- Method and impact of the contact.
- Compensation arrangements for out-of-hours work.
- Employee’s role, responsibilities, and personal circumstances.
- Any applicable industrial instruments or agreements.
BREACH OF POLICY
Breaches may lead to disciplinary actions, including counselling or termination, depending on the severity.
QUESTIONS
For any questions or clarifications about this policy, employees are encouraged to speak with their manager, a senior leader, or the Directors.
REVIEW
This policy will be reviewed annually or more frequently if required to ensure compliance with legislation and evolving best practices.