Australia’s new Right to Disconnect law isn’t just a legal change – it’s also an important cultural shift in the way workplaces support their people. For the legal profession - where long hours, high-pressure deadlines, andthe ever-present “just one more email” mentality have long been the norm,blurred work/life boundaries are common, and the challenge for employers is clear: can we adapt not only to remain compliant, but also to create a healthier, more sustainable working environment for staff?
The profession needs to look at this through a different lens than days of old. Partners and leaders, this is your chance to rethink what truly deserves after-hours attention. You now need to delineate between client critical and “I just want to get this out of my head so I don’t forget to speak to my team about it tomorrow”.
Here’s how legal employers can not only adapt but thriveand support their teams under this new framework:
Use Technology Thoughtfully
Leaders set the tone. Partners and senior lawyers should lead by example by avoiding after-hours communication where possible. This signals to staff that disconnecting is not just allowed but encouraged. One of the simplest ways to do this is by making use of the tools already at hand.
For example, both Outlook and iPhones now offer scheduled send options, allowing emails and texts to be written at any time but delivered only during business hours. Normalising this small change can make a big difference in helping your team truly switch off and avoid the pressure of feeling “on call” after hours.
Pro tip: Get your IT team (or that tech-savvy team member) to show you how it’s done. It’s easier than you think and available to everyone!
Prioritise Clarity on Workloads
Uncertainty around responsibilities and deadlines is one of the biggest drivers of after-hours stress.
Firstly,create a clear, shared definition of what constitutes “urgent” and what can wait until the next day.
Then hold weekly check-ins during work hours, where team members openly discuss current workloads, deadlines, and priorities.By building a culture of proactive communication, partners and staff alike can better manage expectations and avoid last-minute, after-hours panic.
Make Time for Genuine One-on-One Conversations
It’s important to set expectations around out-of-hours availability from the very beginning include the Right to Disconnect policy as part of onboarding so new hires understand what’s expected from day one.
For your current team, hold quarterly one-on-one meetings with HR or with team leaders/partners are a valuable way to understand how home life and professional responsibilities intersect. This isn’t about prying but rather about recognising that every staff member has a different capacity at different times. By factoring this into resource planning and deadline management, firms can better distribute workloads while showing real care for their people.
Now For Lawyers: Set Personal Boundaries and Communicate Them
Lawyers at all levels should feel empowered to manage their own boundaries. This means:
·Setting clear availability in your calendar and email signatures.
·Planning your workload proactively to reduce last-minute scrambles.
·Creating a clear handover at the end of each dayso partners and colleagues know exactly where matters are up to, reducing unnecessary after-hours check-ins.
·Using tech tools to reinforce boundaries, such as “Do Not Disturb” modes, scheduled email sends, and auto-replies that confirm when you’ll next be available and how to contact you if it is in fact urgent
See This as a New Opportunity
While some employers may view the Right to Disconnect as a compliance burden, it should instead be seen as an opportunity: a chance to set healthier boundaries, reduce burnout, and improve retention in a competitive market. Staff who feel respected in their personal time are more engaged, productive, and loyal when they are at work.
Supporting the mental health of your legal team isn’t just a compliance issue - it’s a strategic one to future-proof your team. By combining smarter use of technology, clearer communication, and regular wellbeing check-ins, firms can both uphold the Right to Disconnect and build stronger, more sustainable teams.
If your current staff are over-utilised so much that they can’t manage responsibilities inside reasonable business hours, reach out to us at Law Staff. We can help you find additional resources to balance the workload to support your team andmeet your clients’needs.