Appropriate Sourcing Strategies with The Right to Disconnect
The Right to Disconnect is no longer theoretical in Australia. It has been written into modern awards and applied to employers with 15 or more staff since 26 August 2024, and it will extend to small businesses from 26 August 2025.
For HR leaders and business owners this raises three practical questions – how do we continue to meet client expectations, keep urgent lines open, and protect employee wellbeing while staying squarely within the law? The answer starts with policy and training, and then moves into smart resourcing. The Fair Work Commission will publish written guidance on how the right operates in practice, and disputes can be taken to the Commission if parties cannot resolve them internally. That means well-drafted policies, consistent manager training and clear escalation pathways are no longer optional.
The Follow-the-Sun Model
What many employers forget is that protecting employee boundaries does not require losing responsiveness. There are practical models that preserve both wellbeing and client service – and offshore staffing is a powerful, under-used lever in that toolbox. By designing timezone-aware rosters and using offshore teams for after-hours coverage, companies can offer reliable 24/7 service without asking local staff to be contactable outside agreed hours. The follow-the-sun model is well proven in support and technical operations and allows work to hand off between regions seamlessly.
Four Steps to Implement the Right to Disconnect
1. Document your boundaries
Create a simple, accessible Right to Disconnect policy that explains when employees are not expected to monitor messages, how exceptions are agreed, and the process for urgent escalation. Clear documentation reduces disputes and shows regulators you took reasonable steps.
2. Train line managers
Managers make the law work or break it. Run short training sessions that give managers scripts for setting expectations, examples of reasonable vs unreasonable requests, and a checklist for after-hours exceptions.
3. Design coverage
Map customer-facing obligations and identify which hours require live human coverage. Where after-hours coverage is needed, consider a hybrid approach; an onshore roster for core hours and a dedicated offshore shift for late-night or early-morning coverage. This protects local staff from unreasonable contact while keeping service levels intact.
4. Formalise handovers
Use structured handover notes and shared dashboards so offshore teams can pick up work without interrupting local employees. Good handovers protect quality and prevent rework, so the customer sees a continuous experience rather than a patchwork of handoffs.
Offshore staffing is not a shortcut. Executed properly and with a trusted partner, it is a strategic extension of your team – trained to your standards, integrated into your processes, and governed by the same KPIs and SLAs you apply locally. It reduces the risk of after-hours burnout, helps you comply with the new rules, and preserves client satisfaction by keeping agreed service levels. In short, it lets you do two important things at once – protect people and protect the business.
Offshore Staffing as a Strategic Solution
Finally, don’t treat this as a reactive compliance exercise. Use the Right to Disconnect as an opportunity to redesign how you deliver services – simplify workflows, reduce noisy interruptions, and build a resilient global team that operates round-the-clock without asking your local people to sacrifice their non-work time. If you want a pragmatic template for policies, a manager training outline, or a pilot plan to test offshore after-hours coverage, I’m happy to share what we use at Yempo – tested in both client projects and internal operations.
Protecting staff boundaries is good ethics and good business. With careful design and the right offshore partnerships, you do not have to choose between the two.
Partner with Yempo for Outsourcing Success!
If your current outsourcing provider struggles to deliver loyal, qualified talent, it’s time to switch to Yempo. Our proven track record, client testimonials, and employee-focused approach make us the ideal partner for outsourcing to the Philippines.
Book a quick chat with us today, to know more about our best practices in providing offshore accounting and IT staff from the Philippines – or shoot us an email at [email protected]. We are happy to answer your questions!
Read more helpful info about outsourcing from Australia to the Philippines:
5 Huge Financial Advantages of Outsourcing Australian Accountancy Functions
5 Huge Financial Advantages of Outsourcing Australian IT Development Functions
Top 8 industry sectors that most frequently outsource to the Philippines
Outsourcing to the Philippines: Ensuring Fair Pay, Benefits, and Conditions
