What are RDOs in Australia?

The Australian workforce is all about work-life balance, and Rostered Days Off (RDOs) are a big part of that equation. 

RDO policies can differ across various countries, so it is important to consult local labour laws and employment agreements for accurate information tailored to a specific jurisdiction. 

RDOs are extra days off work that employees can take, usually scheduled in advance as part of their roster. They’re not a luxury but a sign that businesses are starting to understand their responsibility to employee wellbeing. In the electrical contracting industry, RDOs are significant as they emphasise the hard work of these employees and the importance of maintaining a healthy work-life balance. 

RDOs help reduce work stress, improve morale, and give employees time to recharge, pursue their interests and manage life outside of work. 

In industries like construction and manufacturing, where long hours can lead to burnout, RDOs are key to ensuring workers have the rest they need to stay productive and healthy. Understanding RDOs is key to navigating the modern workplace for both employees and employers.

Employees usually work their standard hours plus a few extra minutes daily to accumulate time for their RDOs. For example, in many cases, employees will add 30 minutes to their daily shifts and accumulate enough time to take a day off after a certain number of hours. 

A common arrangement for a 5-day workweek where employees work longer daily hours might look like this:

In this example, employees can take Friday off after working longer hours Monday through Thursday. The structure of RDOs helps with scheduling and also promotes a culture that respects an employee’s right to a balanced life. On average, full-time employees get 12 RDOs per year, which is one RDO per month. Planning these days off in advance is key so employees and employers can coordinate and maintain workforce sustainability.

Employees may also wonder if they can save their RDOs for future use. The ability to bank RDOs varies by employer policies and agreements, affecting how employees plan their time off.

RDOs are often specified in industrial agreements or awards that cover working conditions and entitlements. According to the Fair Work Commission, RDOs can be used in Modern Awards, Enterprise Agreements, or individual employment contracts. 

These documents outline how RDOs are accrued, scheduled and taken. Employers must adhere strictly to these agreements to avoid any disputes with employees. The provisions around the scheduling of RDOs can vary widely depending on the industry and award, so all parties need to be aware of their entitlements. 

RDOs provide a great opportunity for workers to take a much-needed break and achieve better work-life balance.

RDOs give employees:

• Recharge mentally and physically
• Spend time with family and friends
• Pursue hobbies and personal interests
• Attend appointments and run errands
• Extend weekends for short getaways

By allowing employees to leave work and focus on their personal lives, RDOs contribute to a healthier, more engaged workforce.

Companies often see a significant increase in productivity by having RDO policies in place, revenue growth and a reduction in employee resignations when RDOs are part of the work arrangement. 

Happy employees produce better-quality work and are more likely to stay with their current employer, which reduces turnover costs.

RDOs are part of the hard-won conditions that support the hardest-working employees in maintaining a healthy work-life balance.

Some of the benefits for employers include:

• Reduced absenteeism and sick leave
• Improved employee morale and job satisfaction
• Increased productivity and work quality
• Employee retention and reduced turnover costs
• Ability to attract top talent with work-life balance policies

A structured RDO system can be a smart move for businesses to optimise their workforce and create a positive culture.

Employees should plan their RDOs and consider personal commitments that may require time off. 

Using an RDO calendar is ideal for effectively planning and scheduling RDOs. Keeping the line of communication open with management about RDO preferences will help in scheduling these days off. Balancing personal life with work responsibilities allows employees to recharge, and they will be more productive when they return to work.

Employers should have a clear RDO policy that outlines how RDOs are managed and how much notice employees need to give before taking a day off. When possible, flexibility in accommodating changes to RDO schedules creates a positive work environment. 

Make sure all staff are aware of the RDO framework to avoid misunderstandings. 

Tips for managing RDOs include:

• Have clear policies and procedures for accruing and scheduling RDOs
• Communicate RDO entitlements and expectations to all employees
• Encourage employees to plan RDOs to ensure coverage
• Be flexible when possible with changes to RDO schedules
• Monitor RDO usage to ensure fairness and compliance
• Review and update RDO policies regularly to reflect business needs.

Can I take my RDO another day if I have to work on my RDO?

If something unexpected comes up and you have to work on your RDO day, communicate with your employer, and they will usually allow you to reschedule for another day. It is important to consult the RDO calendar to ensure proper planning and work-life balance, especially for regions like New South Wales and the Australia Capital Territory.

Do part-time employees get RDOs?

Generally, part-time employees do not get RDOs. RDOs are for full-time employees who accumulate extra hours, so they do not apply to part-time employees with fewer hours. However, some agreements may have different entitlements, so part-time staff should check their employment contract.

Can I accrue RDOs and take them as leave in a block?

This depends on the employer’s policy and the award or agreement in place. In some workplaces, employees may be able to bank RDOs for a longer break. Check with HR or refer to your employment agreement to see what applies. Additionally, the ability to save RDOs for future use varies by employer policies and agreements, which can impact how employees plan their time off.

Is an RDO the same as a general day off?

No, an RDO is a specific paid day off accrued by working extra hours on regular shifts. It’s not the same as personal leave or annual leave. RDOs are structured and intentional parts of the work schedule to promote work-life balance. Understanding this helps clarify your entitlements as an employee.

What do I do if my RDO is being denied without reason?

If you feel your RDO rights are currently not respected, talk to your supervisor or HR first. They can explain the RDO policies and resolve any misunderstandings. If the issue persists, you may contact the Fair Work Ombudsman or your union.

• RDOs are extra paid days on top of annual leave and public holidays
• Employees work extra on their regular days to accrue time for their RDO
• RDOs benefit employees and employers
• RDOs need to be managed proactively and have clear policies
• Different RDO arrangements apply depending on the award or agreement
• RDOs provide a much-needed break for employees, supporting a healthy work-life balance
• RDO calendars are available for planning and scheduling, with downloadable links for specific years

Tip: The Fair Work Australia website has a comprehensive guide on RDOs and the agreements that apply.