Why Employers Should Consider a “Right to Disconnect” Rule

With many people still working from home and technology available at our fingertips, the lines between work and personal life are becoming increasingly blurred. Add to that, ever-increasing expectations for productivity and revenue growth, and the pressure to be available for work at all hours of the day continues to build along with it. In fact, working after hours has become so prevalent in today’s society, that 80% of workers reported working beyond their scheduled shift, with 35% doing so every day, according to a recent Monster poll.

But people need downtime — time away from their work to recharge and attend to their own personal obligations. “The most democratized thing is time,” says Barbara Palmer, a leadership coach and founder of Broad Perspective Consulting. “We all get the same 24 hours, and in that amount of time, we have to figure out how to do everything we need and want to do. If I over-index the time that I work, that time has to come from somewhere else… If everyone is consistently working nights and weekends, that means employees have to forgo rest, recovery, family and friend time, self-care, hobbies, and interests.” Without that crucial time away, employee engagement and productivity takes a nosedive, burnout becomes rampant, and absenteeism and turnover skyrocket.

So, what can employers do to help ensure employees are prioritizing work-life balance and not engaging in work during non-working hours? Implementing a “right to disconnect” rule could be a good place to start.

What Does Having the “Right to Disconnect” Mean?

First implemented in France in 2017 as part of the broader “El Khomri” law, other countries as well as companies around the globe have since enacted their own “right to disconnect” rules. As the name implies, these policies protect employees from working outside of their set hours, meaning employees do not have to respond to emails, calls, or other work-related matters during that time. It can also prohibit employers from communicating with employees outside of defined working hours, except in emergencies or for scheduling changes.