As the link between our professional and personal lives continues to strengthen, thanks to an endless array of communication tools and new working styles, the concept of the “right to disconnect” has gained traction. Various countries have already passed legislation limiting what employers can expect from employees outside their contracted hours.

The European Parliament even passed an Act in 2021 favoring the right to disconnect. However, the UK hasn’t followed suit—at least, not yet. While we’ve had certain mandates in place for years designed to improve work-life balance and ensure the fair treatment of workers, no legally mandated “Right to Disconnect” has been implemented.

Now, that could be about to change, thanks to Labour’s new “Right to Switch Off” proposal. But what exactly will this new initiative mean for the future of work? How will it affect today’s remote, hybrid, and flexible workers and the businesses they support?

What is The Right to Disconnect?

The “Right to Disconnect” is the legal right of employees to choose not to engage in work-related activities outside of contracted hours. Basically, it’s a staff member’s choice to ignore work-related emails, messages from Microsoft Teams, and other forms of correspondence.

It’s a right many countries (particularly those in the EU), have begun implementing in recent years. As the lines between work and home life continue to blur, thanks to new digital tools and remote working options, the Right to Disconnect aims to protect employee health and wellbeing, reducing burnout and stress.

Variations of “Right to Disconnect” mandates exist across Belgium, France, Spain, and Italy. However, the UK hasn’t created its own policy yet. For the most part, the UK relies on the 1988 “Working Time Regulations” protections to govern how things like rest breaks, holiday entitlements, and working hours are managed.

However, while these guidelines enable some protections for “work-life” balance, they’re a little outdated in today’s digital world. For instance, no specific law prevents employees from contacting their workforce outside of contracted hours.

This contrasts with the rules in countries like Belgium, which require companies to establish how employees can leverage their right to disconnect by ignoring communication devices. Ireland also has a Code of Conduct that outlines employer best practices for maintaining work-life balance.

The Labour Party’s “Right to Switch Off” proposal aims to bring the UK in line with other countries in this arena. The government has suggested creating a code of conduct that will give employees clear, documented rights to:

  • Not have to routinely perform work tasks outside of contracted hours.
  • Avoid penalization for refusing to attend work events (or meetings) outside of work hours.
  • Respect their colleague’s “Right to Disconnect” by avoiding constantly emailing or messaging them outside of their contracted hours.

The Evolution of Flexible Working in the UK

Labour’s new “Right to Disconnect” policy is part of a much wider employment reform agenda, focused heavily on employee wellbeing in the new age of work. Already, the government has announced many ambitious plans based on the changing nature of the workplace.

For instance, while UK employees already have the right to request flexible working options, they only get that right after they’ve been working with a company continuously for 26 weeks. Labour’s reform will mean that staff can request flexible work from the moment they start a role with a new company—unless there’s a justified reason for a business to reject the request.

In addition, the Labour government wants to ban exploitative zero-hour contracts, which modern employees have largely deemed exploitative. These reforms, alongside the new “Right to Disconnect,” have the potential to significantly improve work-life balance and enhance employee wellbeing in a time when flexible working is taking over the landscape.

The question is, will these mandates really have a positive impact on employee engagement and well-being, and what challenges will companies need to navigate in the months ahead?

Why Employees Want a Right to Disconnect

It’s easy to see the potential benefits of a new “Right to Disconnect” mandate for employees. For a few years now, concerns have been growing about the growing impact of digital communication on work-life balance and employee health. Though remote and hybrid work options can deliver many benefits, such as improved employee productivity and satisfaction, they’ve created new challenges.

Specifically, the lines between work and personal life have blurred, creating a culture where employees feel pressured to be “constantly connected” to their workplace. The result is a growing burnout and stress among employees in every industry.

According to a survey from Nuffield Health, 30% of Brits working from home struggle to separate their home and work lives, and 27% say they can’t switch off at the end of their work day or week. Even outside of the UK, around 55% of employees say they feel compelled to respond to messages outside of business hours.

In this environment, it’s unsurprising that support is growing for “Right to Disconnect” mandates. One survey of UK adults conducted by Ipsos revealed that 6 in 10 people wanted new laws to be introduced, giving them the right to “switch off” from the workplace.

The Right to Disconnect: Benefits for Employers

For employers and business leaders, cultivating an environment where employees are always available and ready to respond to work requests might seem like a good idea. However, just as return to office mandates have failed to positively impact productivity and performance that many companies have expected, the same could be true in this area.

Studies regularly show that being overworked leads to severe issues for businesses. It can decrease productivity and efficiency, increase the risk of potential errors, and contribute to absenteeism.

Not to mention, forcing your employees to be “always on” could drive top talent away from your organization. Today’s team members value their health and wellbeing. They’ll find employment elsewhere if they can never disconnect from the office.

Imposing a “Right to Disconnect” mandate on UK employers will force today’s businesses to recognize the issues with the “always on” culture they’re trying to build today. However, Labour’s new policies may not be a magic bullet cure for the current work-life balance problem.

Will the Right to Switch Off Transform Work-Life Balance?

For some time now, government groups and trade unions have been fighting for stronger protections around an employee’s “Right to Disconnect.” However, even if Labour institutes its new policies, there will still be challenges to overcome.

The first major flaw we’ll need to address is whether a Right to Disconnect will address the real issues at the heart of today’s business environments. Just because employees have the “Right to Disconnect” doesn’t mean they’ll use it. One CIPD survey from 2021 found only 18% of workers would use this right to prevent employers from contacting them outside of working hours.

If business leaders still pressure staff members to stay connected at all times, the “always on” culture will not change. The only solution is to change workplace policies, rethink how businesses manage their teams, and support them in achieving work-life balance.

Secondly, it remains to be seen how a “Right to Disconnect” in the UK will be enforced. Already, UK employers have a legal duty to protect employees from stress with risk assessments. However, many employers are completely unaware of this requirement.

There’ll need to be a clear strategy in place for proactively deterring employers from ignoring the Right to Disconnect if it’s going to be impactful.

How to Prepare for the Right to Disconnect

We’re still in the early stages of Labour’s “employment reform” journey. It’s difficult to know exactly how the new “Right to Switch Off” concept will be introduced, enforced, and implemented across the UK.

However, even if Labour scraps plans for this initiative, preparing your workplace for a change makes sense. If nothing else, adapting to the concept of the “Right to Disconnect” will positively impact your reputation as an employer, and employee morale and productivity. Not to mention, it will help you to fight back against the growing issue of employee turnover.

Here are our top steps for preparing for the Right to Disconnect and prioritizing employee wellbeing for the future of work.

Step 1: Read up on Existing “Right to Disconnect” Policies

The UK hasn’t implemented any “Right to Switch Off” mandates yet, but plenty of other countries have. The chances are that the rules and guidelines implemented by the Labour government will be similar to those we see elsewhere, so read up on existing policies.

For instance, familiarize yourself and your team with Ireland’s Code of Practice, which prevents employees from having to work or respond to communications out of their contracted hours. Stay up to date on new strategies implemented by governments and companies worldwide.

Step 2: Conduct a Work-Life Balance Risk Assessment

Assess your current working environment, and the impact that an “Always On” culture is having on your team. Are you distributing work evenly among employees and setting reasonable goals for team members while respecting their need for work-life balance?

Do your staff members actually feel confident taking time off, or disconnecting from the office, or do they fear negative repercussions? Do your managers and team leaders actively encourage and support work-life balance? If not, how is this affecting team wellbeing and engagement?

Step 3: Clarify Working Hours and Expectations

Establish clear working hours for all of your employees. This will provide a foundation for your expectations on when staff members should be available, and when they can focus on their personal life. Make sure that, based on the contracted hours your employees have with your business, their workloads are manageable, to reduce the risk of overwork.

Additionally, consider how flexible work arrangements will impact your “Right to Disconnect” policies. For instance, if employees can adjust their hours according to their schedule, how will you ensure you’re supporting their personal right to switch off at varying times?

Step 4: Managing Out-of-Hours Communication

Employees who constantly receive messages and emails from team members will struggle to disconnect from the workplace even when new policies are introduced. With that in mind, provide all employees with clear guidelines on which communication channels to use for work purposes and when they should contact their team members.

Show staff how to use “do not disturb” functions on their applications to minimize exposure to messages outside of work hours. Teach staff and managers how to schedule messages and emails for more appropriate times based on employee schedules.

Step 5: Prepare for Emergencies

Implementing a Right to Disconnect shouldn’t come at the expense of employee safety or the overall safety of your business. Urgent matters can affect companies at any time, often outside of working hours. That means you’ll need to establish protocols for handling these emergencies.

This could involve designating specific individuals on your team to handle emergencies and collaborating with them on specific strategies to reduce overwork.

Step 6: Be Ready to Adapt and Evolve

Finally, be ready to adapt and improve your strategy over time. In the years ahead, new regulations and mandates will undoubtedly emerge, along with new challenges for businesses to overcome.

Creating a workplace that focuses on well-being and employee health will require a collaborative approach. Managers and leaders will need to regularly engage in discussions with employees about how they can help them maintain work-life balance while addressing business goals and adhering to new compliance standards.

Get Ready for the Right to Disconnect

Ultimately, the Right to Disconnect isn’t a new concept for employers. Although the UK hasn’t given employees a legal right to switch off from the office before now, work-life balance has always been important for both individuals, and companies.

Setting clear boundaries and implementing new policies that respect an employee’s right for work-life balance will help you stay one step ahead as the workplace continues to evolve. No matter what Labour’s new employment reform introduces, respecting the “Right to Disconnect” will help companies to keep staff members engaged, healthy, and happy in the workplace.

 

 



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