In a world where we are constantly connected the lines have become very blurry between work and non-work time. Rest often feels like something to earn rather than something to protect. Companies that enforce a healthy work–life balance have happier, healthier and more loyal employees. Setting up boundaries to protect people’s work life balance is a marker of respect, trust and sustainability in how we lead.
Most organisations talk about caring for their people’s well-being. It’s written in the values statement and discussed in leadership offsites but in practice, the message often gets lost between urgent deadlines and endless notifications. The challenge for leaders today is to show people how they are protecting their well being and implement practices and policies to ensure it stays protected.
Australia’s new “right to disconnect,” introduced in August 2024, gives employees the legal right to ignore work contact outside of hours unless it’s reasonable. For leaders, it’s a reminder that protecting people’s time isn’t just good practice, it’s now the law.
Leaders need to eliminate the ‘always one’ ethos that that has seeped into the cultural fabric of organisations today fuelled by factors like remote working and 24 hour access to technology, devises and communications.
Here are a few ways leaders can help redefine this new social contract and create healthier, more human boundaries at work.
1. Lead by example visibly
Boundaries start at the top. If leaders send late-night emails, join meetings while on holiday, or celebrate overwork, the team gets a clear message that rest is optional.
Try setting visible boundaries yourself. Announce when you’re logging off. Schedule emails to send during business hours. When you take leave, actually disconnect.
These small acts signal permission for others to do the same and show that protecting personal time is a shared standard rather than an indulgence.
2. Redefine productivity
For decades, performance was measured by the volume of work people did. Productivity was measured by how long someone was int the office, how many meetings they attended, how quickly they responded. Likewise when you walked past someone who was gazing out the window or taking a long walk, it was assumed they were being unproductive. Which was not often the case. Real productivity comes from clarity, creativity and focus. It ebbs and flows and we are productive in pulses with pauses in between.
Reframing productivity means asking what outcomes matter most and empowering your team to achieve them in ways that work for them. Encourage thoughtful prioritisation over constant availability. And don’t assume someone taking a little time out in their day to recalibrate and think is not productive. Some of the best ideas come from when we create time to ponder. When people feel trusted to manage their energy, they’ll often deliver more and take greater pride in the result.
3. Make unplugged time part of the rhythm
Encourage moments in the week when the team can pause and reflect or simply rest. No-meeting Fridays, focus blocks or team agreements around after-hours communication can make a huge difference.
Even five minutes at the end of a meeting to check in; “Are we respecting each other’s bandwidth?”; can reset a culture drifting toward burnout and keep the well-being conversation alive.
4. Bring empathy into expectations
Every team member’s life outside work looks different. When setting goals or timelines, take a moment to ask what’s realistic.
When you approach conversations with empathy you build trust. People who feel safe at work, who know their managers have their back, are more committed. Safety starts with leaders who see their people as humans first and employees second.
5. Revisit your team’s unspoken rules
Every workplace has invisible expectations. If your business’s invisible expectation is to have employees reply straight away, maybe its tie to put some boundaries in place. This ‘always on’ culture can lead to people feeling stressed and can quietly erode well-being even in supportive teams.
Ask the people in your team “What unspoken expectations add unnecessary pressure?” and “Where could we build more flexibility or clarity?” Bringing these habits to light allows your team to co-create healthier ways of working. It’s about being smarter in how we work together.
Boundaries become a sign of respect. People feel valued for their contribution, not their constant presence. The future of leadership is about getting the best from people by helping them rest, reset and return ready to give their best.
Do you have measures in pace to respect and protect the work life balance of your team? And how can you make space to truly disconnect so we can reconnect with what matters most? If your team could use help reconnecting to its sense of purpose and meaning, I’d love to help. Please get in touch, to explore my tailored workshops for leadership teams.