What a ‘right to disconnect’ from work could look like in the UK

What a ‘right to disconnect’ from work could look like in the UK

The Rise of the Always-On Culture

The UK’s new government has pledged to promote a positive work-life balance for all workers and prevent homes from turning into 24/7 offices. The risk of "always on" working has grown since the pandemic, with technology allowing work to be easily accessed. Legislation allowing workers to disconnect from work has been increasingly adopted across Europe, recognizing the damaging effect of endless work demands on wellbeing and family life.

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The Impact of Long Hours on Health

A review of data from 183 countries found significantly raised levels of heart disease and stroke for those working long hours. There is a growing recognition of the negative effects of extended working on mental health. Sick workforces can also damage productivity. With the UK creeping out of recession, the economic benefits of improving productivity are evident.

The Shift to Hybrid Working

Only a few years ago, most people’s working days consisted of travelling to a worksite where they remained for around eight hours, after which they returned home to relax and recuperate. However, the share of the workforce reporting that they work mainly at home rose overnight from 6% to 43% when lockdown restrictions were put in place. This figure has since fallen back to 14%, but around a quarter of workers report that they are now hybrid working.

The Benefits of Hybrid Working

These workers typically have more autonomy over their working time – and homeworkers frequently report being more productive when working at home rather than the office, because there are fewer distractions. Other benefits have been observed around greater staff inclusivity, where caring commitments or health restrictions had previously made it difficult to work typical hours in office-based locations.

The Challenges of Hybrid Working

However, these benefits can come at a cost. Those working at home are often connected to work for longer, and are more likely to be emailing or taking video calls outside of their core hours. Inevitably, the pressures of work can spill over into non-work life, with homeworkers reporting difficulties in being able to switch off or unwind. This can be pronounced when people have to work in spaces otherwise used for domestic purposes, like the dining room table or in the corner of a bedroom.

The Right to Disconnect

A legal right to disconnect might include not being allowed to email or otherwise contact staff after a certain time or during their holidays, except in exceptional circumstances. Or it could mean not scheduling meetings outside of core hours – something that might particularly benefit parents of young children.

Legislation and Implementation

The list of countries taking a proactive approach in this area is growing at pace. While legislation has sometimes been hastened by the growth of hybrid working, it can apply to people wherever they work. Belgium, Ireland, and Italy were acting in this area before the pandemic began, when work was largely site-based. Other countries such as Spain, Portugal, and Australia are following.

Challenges and Limitations

However, the legislative models being used are not comprehensive – there are weaknesses and gaps. In Belgium, the law only requires that employers adhere to a general framework for the right to disconnect (known as a "soft approach"). This allows companies leeway in how the right is implemented. In the UK, employers have already voiced their desire for some employees – such as senior staff – to have the right to opt out of any new law.

Conclusion

It’s clear that a right to disconnect is necessary to protect the wellbeing of workers and their families. However, it’s also important to consider why extended working hours are couched in terms of digital connectivity: "disconnecting" or "switching off". There is scope for policy language to be framed more inclusively to cover the pressures on a broader range of workers faced with longer hours – perhaps including those working in the gig economy.

FAQs

Q: What is the right to disconnect?
A: The right to disconnect refers to the legal entitlement of workers to be free from work-related obligations outside of working hours.

Q: Why is the right to disconnect important?
A: The right to disconnect is important because it recognizes the impact of always-on working on workers’ wellbeing, family life, and productivity.

Q: How widespread is always-on working?
A: Always-on working is widespread, with 58% of business leaders surveyed by the Institute of Directors objecting to a right to disconnect.

Q: What are the benefits of hybrid working?
A: The benefits of hybrid working include greater staff inclusivity, increased productivity, and improved work-life balance.

Q: What are the challenges of hybrid working?
A: The challenges of hybrid working include the blurring of boundaries between work and personal life, the potential for increased workload, and the need for more effective communication and boundaries.