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Under the new right to disconnect legislation, an employee may refuse to monitor, read or respond to contact or attempted contact from their employer or a third party outside their working hours unless the refusal is unreasonable.

During peak holiday seasons, many employers require overtime to meet demand. But can an employee refuse? This article explores the Fair Work Act’s criteria for reasonable overtime, weighing workplace needs against health, safety, and personal circumstances. It examines when refusal might be justified and the legal implications for both employees and employers.