The Right to Disconnect: Should Employers Be Worried (or Getting Ahead)?

The lines between work and home have never been blurrier. Thanks to remote and hybrid working, many employees are sending emails at all hours, skipping lunch, and treating 10pm Teams messages like business as usual. But how sustainable is this, really? Enter: the “Right to Disconnect”.

It’s not a new idea, but it’s gaining momentum — and smart employers might want to take note before it’s forced upon them.

What is the Right to Disconnect?

The Right to Disconnect gives employees the legal right to switch off from work outside of contracted hours—without facing consequences. Think: no pressure to reply to emails at night, no weekend WhatsApp pings, and no guilt for not answering “just a quick call.”

Countries like France, Ireland, and Belgium already have laws in place. In the UK, it’s still just a conversation—but it’s a conversation that’s getting louder.

Earlier this year, the topic reached Parliament via a Private Member’s Bill. While it didn’t pass, it sent a strong signal that work-life balance and mental health are now political priorities.

Why It Matters for Employers

Even without a legal obligation, the risks of ignoring this trend are stacking up:

• Employee burnout is rising. The CIPD found that 76% of employees report feeling “always on.” That’s not great for morale, or retention.
• Blurred boundaries hurt productivity. Overwork doesn’t mean better work. Fatigued employees make more mistakes.
• It’s an equality issue too. Carers, parents, and neurodivergent staff may struggle disproportionately when out-of-hours contact is expected.

 What Can Employers Do Now?

You don’t need legislation to set healthy boundaries. Here are some proactive steps that managers can take:

1. Set Expectations Around Out-of-Hours Contact

Make it clear (in policy and in culture) that employees aren’t expected to be available 24/7. For example:

• Use email footers that say, “I work flexibly—please don’t feel obliged to respond outside your own hours.”
• Encourage delayed sending of emails if working late.

2. Train Line Managers

Many issues stem from unspoken habits. Train managers to respect working hours and to role-model healthy behaviours. No one likes a 9pm Slack message from their boss.

3. Include in Your Wellbeing Strategy

Talk openly about disconnecting. Include it in stress awareness sessions, employee handbooks, and onboarding.

4. Review Contracts and Policies

Some employers are adding a “right to disconnect” clause into contracts and handbooks—not enforceable yet, but great for setting the tone.

What’s Next?

A legal right to disconnect in the UK might not be far off. But even without legislation, forward-thinking employers are already getting ahead—because a healthier work-life balance isn’t just good for staff. It’s good for business.

So ask yourself: Are we encouraging people to switch off—or silently rewarding them for staying on?