Having a hybrid or remote work environment can be beneficial for both employers and employees. But when people work from home, they can feel compelled to always be online and available to work. This could mean checking their email at night, working from their phone when they’re on the go, or answering their boss’s phone calls outside of work hours.
For many employees, not being in a designated workplace blurs the lines between work and life. That’s why the “right to disconnect” has become a more popular movement across the globe. This idea prioritizes a proper balance between work and personal time for employees.
This blog will explain the right to disconnect, where it’s currently required, its pros and cons, and how you can support your employees so they can take time to disconnect and avoid health issues or burnout.
Learn how fringe benefits can better support your employees’ well-being in our guide
The right to disconnect is the idea that employers shouldn’t require employees to perform any work-related duties outside their set work hours. The concept suggests workers have the right to a personal life that isn’t interrupted by tasks, such as answering messages or completing projects, once they’ve “clocked out” for the day.
While this isn’t a particularly new idea, the right to disconnect has gained popularity due to the increase in mobile technology and remote work. More employees are working from home, which can sometimes lead to employers reaching out to them more outside of traditional workday hours. But this accessibility can have a negative impact on a worker’s physical and mental health.
That’s why new legislation is circulating about the right to disconnect—although it’s not without pushback. Some employers believe they’re too vague, unenforceable, not flexible enough across time zones, and can’t work for every type of organization.
Even without formal laws, many employers are updating their company policies to include more details around when and how employees can disconnect. This supports their staff’s need for leisure time and a proper work-life balance.
Most countries with legislation on the right to disconnect are in the European Union. France was one of the first to adopt a policy in 2017. Since then, Spain, Italy, Germany, Ireland, Italy, and the Philippines have written laws about disconnecting.
Below is a few examples of how the right to disconnect works in other countries:
Even though other countries are drafting laws surrounding the right to disconnect, it hasn’t made its way to the U.S. What’s more, many employers and politicians believe it’s unlikely it will anytime soon.
But if it did, some HR professionals2 believe California may be the most likely state to adopt the policy first. Because California already has strict regulations around PTO, sick time, and overtime payments, a right to disconnect policy developing there wouldn’t be out of the norm.
These days, Americans expect to work hard and be competitive. But turnover is a major issue in today’s workforce due to burnout and a poor work-life balance. That’s why employers should know the benefits of right to disconnect laws and policies before making any organizational changes.
Some advantages of right to disconnect laws include the following:
Most employers want their employees to have a proper work-life balance. But they also have to meet specific business goals on time. Business owners only focused on their bottom line may not favor right to disconnect legislation. That’s why it’s worth discussing the potential disadvantages too.
Some challenges of right to disconnect laws include the following:
Even without an official law, you can improve your company’s culture by creating a formal policy supporting employees' right to disconnect.
Your policy should outline your company’s expectations on when employees can consider their workday finished based on organizational and departmental needs. Include best practices for unplugging, what work-related communication may constitute an emergency, and ways your company supports a good work-life balance.
For example, let’s say you have a robust employee benefits package. In that case, you can highlight the perks that can help your staff unwind when they’re disconnected, such as comprehensive health benefits, wellness programs, and paid time off (PTO).
If your employees know your company’s stance on digital disconnection, they’ll feel encouraged to recharge outside regular work hours. They must also know that your policy protects them from judgment, docked wages, or managerial retaliation if they disconnect. You want your employees to know you care, not make them afraid of acting on this new policy.
If you’re unsure where to start when drafting a right to disconnect policy, work with your managers and team leaders to get their ideas. Successful policies have leadership buy-in, so getting feedback and approval is crucial before implementing new strategies.
You can also survey your employees to determine what would help shape the best work-life balance for them. Make it clear that the goal is to reduce burnout and any other negative impact on their health. So the policy may change based on feedback, results, and the best methods you find to help your company.
The past few years have changed how we work—no matter what country we live in. That’s why employers must ensure their organization supports employees' need for a proper work-life balance, including the right to disconnect.
Even if the legal framework for a right to disconnect law in the U.S. is a long way off, creating a company policy focusing on employee wellness, healthy boundaries, and privacy will go a long way toward a more positive company culture, reduced burnout, and increased employee loyalty.