The Australian Psychosocial Alliance (APA) welcomes the attention of the Grattan Institute to designing an effective system of supports for people with psychosocial disability, particularly for the 130,000 people with psychosocial disability who are not on the NDIS. Released this week, the Grattan Institute’s report, ‘Bridging the Gap: Meeting the needs of Australians with Psychosocial Disability’ highlights some of the fundamental problems with the implementation of the NDIS for people with psychosocial disability, along with the failures of the broader service system to effectively support people with psychosocial disability.

For those not eligible for the NDIS, there are not enough alternative supports available. Those programs which are funded are often overstretched by existing demand and need to be able to provide longer term supports. We agree with the Grattan Institute that there are opportunities to provide more value to government and reduce ‘low value care’, but reform needs to be handled with care. Any proposal to transition supports for some people with psychosocial support needs from the NDIS into other service streams should be regarded with caution.

Reforms to the overall approach to psychosocial disability, within and outside of the NDIS, must recognise the complexity and significance of the support needs required. We know that 92% of NDIS participants with a psychosocial disability have medium to high service and support needs; 31% in the highest need group. The APA’s recent report, Access Denied: Psychosocial Disability and the NDIS, also shows that many people with psychosocial disability who should be accessing the NDIS, are not able to do so.

Further work is required to recognise the range of supports needed by people with psychosocial disability, and to properly identify the cohort of people who need and have a right to access the NDIS. Failure to do this has serious consequences, including greater reliance on hospitalisation and emergency departments, insecure housing and homelessness, and compromised mental health support.

The Australian Psychosocial Alliance stands ready to work with federal and state and territory governments on a potential path forward, which must centre our partners in the lived experience peak bodies and community, to better meet the needs of those with psychosocial disability, both within the NDIS and outside of it.

APA spokesperson, Mark Orr AM said the needs of people with psychosocial disability must be properly understood and responded to. “We believe there is further work needed on better identifying those with high needs who need and have a right to NDIS supports. Any transition in support for this group must be designed with them, and managed carefully.”
We want to make sure that any proposal also ensures that people get the support they need, now, during any system transition, and beyond.

For more information or to arrange an interview with an APA spokesperson, please contact Kate Paterson, Policy and Engagement Advisor, 0406 033 540.

About the Australian Psychosocial Alliance

The Australian Psychosocial Alliance (APA) brings together seven of the largest and longest serving specialist providers of community-managed mental health and wellbeing services in Australia. APA member organisations operate in rural, regional and metropolitan areas across all Australian States and Territories, and together support over 110,000 Australians with mental health challenges each year. The members are Mind Australia (incorporating One Door Mental Health and the Haven Foundation), Flourish Australia, Neami National, Ruah Community Services, Stride Mental Health, Open Minds and Wellways Australia.

Australia recently introduced a new law – ‘the right to disconnect‘- which represents a significant leap in promoting a healthy work-life balance to protect employees’ mental health.

In the last few years, post-COVID, we’ve seen a major shift with workplaces increasingly moving to an online model. Following this, after-hours emails, internal messages and work calls have blurred the boundaries between work time, and personal time. The increased connectivity to the online world has taken a toll on the mental health of Australian workers. According to the Safe Work Australia Report, ‘Psychological health and safety in the workplace’, work-related mental health issues have risen in recent years, with a 36.9% increase since 2018. Addressing these statistics is imperative for the health of Australians. But what is the right to disconnect, and what does it entail?

The right to disconnect is a new Australian law that ensures employees are not expected to engage in work-related communications outside their agreed work hours.

This can include emails, texts or messages, or phone calls outside of office hours. Employers are also encouraged to establish clear policies and regulations that respect these boundaries.

By introducing this law, the government hopes to improve the mental health of the workforce, reduce burnout, and enhance productivity.

The Right To Disconnect law applies to all Australian workers but particularly affects office workers and remote employees based on their contracts and flexible working policies.

The core of this new law is that all employees deserve the right to be undisturbed during their personal time. The right to disconnect underscores the importance of clear boundaries for maintaining work-life balance. When respected, these boundaries promote better mental health, improved focus, and greater job satisfaction.

According to research, the effects of burnout are detrimental to employees’ wellbeing. According to a study from The Black Dog Institute, the most common reason for work-related mental health concerns in Australia is work pressure.

Disconnecting from the workplace not only prevents harm but also offers tangible benefits.

Studies show improved sleep, reduced anxiety, and increased productivity when employees disconnect from work after hours. Healthy boundaries not only enhance individual wellbeing but also strengthen team morale and cohesion.

Creating a workplace culture that respects the right to disconnect requires intentional effort. Here’s how teams and managers can support this shift:

1. Encourage Clear Communication: Establish expectations for after-hours communication. For example, designate certain hours as ‘non-contact times.’
2. Implement ‘No-Email’ Policies After Hours: Discourage sending emails or messages outside of work hours unless absolutely necessary.
3. Schedule Non-Urgent Communications: Use tools like delayed sending to ensure non-urgent messages reach employees during work hours.
4. Designate a Team ‘Switch-Off’ Time: Create a shared practice of switching off work devices at a specific time each day.

Australia’s right to disconnect law is a powerful tool for fostering healthier workplaces. By respecting employees’ time, businesses can enhance mental health, reduce burnout, and improve overall productivity.

Healthier employees are more engaged, motivated, and effective. As organisations implement boundary-setting practices, they contribute to a more sustainable, supportive work environment. If you, or someone you know require support, please don’t hesitate to reach out. Find out more about our services.