Hello everyone,
As we head into October, things are moving fast across HR, technology and small business regulation. Below is what’s trending (and what you need to watch).
As of 26 August 2025, small business employees (those in companies with fewer than 15 staff) now also hold the legal Right to Disconnect—meaning they can refuse to monitor, read or respond to work-related contact after hours if it’s considered unreasonable. Fair Work Ombudsman
This change elevates the importance of clear communication policies, boundary-setting, and agreement with teams. It does not prevent all after-hours contact, but it requires reasonableness. Fair Work Ombudsman
Alongside the Right to Disconnect, eligible casual employees in small businesses can now formally request to convert to full-time or part-time employment under the “employee choice pathway.” Employers must respond to these requests and can refuse only under specific operational grounds. Fair Work Ombudsman
These changes introduce both opportunity and risk for business owners—especially around fair handling, documentation, and workforce planning.
To help small business employers get ready, the Fair Work Ombudsman has released new video guides covering:
Interpreting “unreasonable contact”
How to talk to employees about after-hours expectations
Steps to reduce conflict and avoid misunderstanding Fair Work Ombudsman
You can find these resources on their website (they’re useful to review or share with your team).
Debate around Right to Disconnect intensifies
Some business leaders have criticized the expanded Right to Disconnect laws, calling them burdensome for SMEs, especially in roles requiring flexibility.
Red tape pressure on small businesses
Compliance burden continues to dominate concerns—many businesses report spending significant hours on handling regulatory requirements.
AI & automation remain top of mind
With rising tools and platforms, more SMEs are exploring AI not just for marketing or chatbots, but for internal operations, reporting and workforce planning.
Review and update your workplace policies
If you haven’t already, now is the time to establish or revise your out-of-hours communication policy and define what “reasonable contact” looks like in your business.
Hold a team discussion
Bring clarity. Share expectations. Invite feedback on how after-hours contact should be handled.
Prepare for casual conversion requests
Ensure you have processes, templates and criteria ready for any casual-to-permanent transition discussions.
Use external support where possible
These changes add complexity. Outsourcing HR, people strategy or compliance advice can reduce your internal risk and free you to lead.
To support businesses through these new changes, Evolve is offering a complimentary 30-minute policy audit for October. We’ll review your current communication, contract, and HR policies to help spot gaps and make improvement suggestions.
Legal changes and business pressures are real—but so are the opportunities. With intentional planning, clear communication and strategic support, you can build trust, reduce conflict and set your business up for long-term strength.
Let me know if you’d like deeper help reviewing your policies or aligning your team for these changes.