"Fair Work Act 2009 s 333M employee right to disconnect"
Fair Work Act 2009 (Cth) s 333M allows an employee to refuse to monitor, read or respond to employer or work-related third-party contact outside working hours unless the refusal is unreasonable, and treats those rights as workplace rights.
This is a human-established fact, not a universal axiom. It is true within CTH as enacted by Federal Register of Legislation.
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Verified against the current Federal Register of Legislation compilation of the Fair Work Act 2009 (Cth), C2026C00141, compilation date 2 April 2026: https://www.legislation.gov.au/C2009A00028/latest/text Current s 333M gives an employee a right to refuse to monitor, read or respond to contact, or attempted contact, from an employer outside the employee's working hours unless the refusal is unreasonable. It also lets an employee refuse to monitor, read or respond to work-related contact or attempted contact from a third party outside working hours unless the refusal is unreasonable. In determining whether a refusal is unreasonable, the Act requires consideration of the reason for the contact, how it is made and its disruption, the extent of compensation for availability or additional hours, the nature of the employee's role and level of responsibility, and the employee's personal circumstances including family or caring responsibilities. The rights are workplace rights for Part 3-1. A refusal is unreasonable if the contact or attempted contact is required under Commonwealth, State or Territory law. Dogfood note: Source searches for Fair Work Act s 333M, right to disconnect, and refusal of outside-hours contact did not surface a native Fair Work Act s 333M row. Results were dominated by newly proposed Fair Work wage topics and unrelated Competition and Consumer Act rows.
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