1 in 5 employees in the UK reported that they feel pressure to work outside of normal hours, this highlights the ongoing challenge of disconnecting from their jobs during their personal time..

As the UK government considers implementing the right to “disconnect”, it’s essential to explore how other countries have approached this vital issue. The new ‘Right to disconnect’ laws aim to allow employees to disengage from work communications outside of their normal working hours, which is increasingly important in our remote and hybrid working landscape.

What is the right to disconnect?

The right to disconnect creates clear boundaries between work and personal life, addressing the challenges posed by modern work arrangements as many employees struggle to unplug from their jobs.

While the specifics of the UK’s legislation are still being defined, we can gain valuable insights from countries like Ireland, Belgium, France, Germany, and beyond.

Lessons from Ireland

Ireland has established a comprehensive framework for the right to disconnect, which includes:

1. Employees’ right to refrain from work outside standard hours.
2. Protection against penalties for not engaging in work after hours.
3. Mutual respect for each other’s right to disconnect.

The country encourages a culture where employees feel empowered to step away from work, supported by a code of practice that outlines best practices for employers.

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Belgium’s Approach

In Belgium, companies with 20 or more employees must formalise the right to disconnect through written policies or collective agreements. These agreements should include:

• Guidelines for exercising the right to disconnect.
• Instructions on using communication devices appropriately.
• Training on managing work-life balance.

Non-compliance could result in penalties related to employee wellbeing obligations, underscoring the importance of this right.

Global Insights

Other countries have also taken steps to combat the “always-on” culture:

• France: Offers a right to disconnect but emphasises negotiation at the company level.
• Australia: Larger organisations implement the right to disconnect from August 2024, with provisions for smaller businesses by 2025.
• Canada: Requires employers in Ontario with 25 or more employees to have a written disconnect policy.
• Luxembourg: Mandates a framework enabling employees to disconnect, focusing on training and technical measures.

Related Article: ‘5 Ways to Help Your Employees Maintain Work-Life Balance While Working Remotely: Are You Supporting Their Wellbeing?’

UK Preparation

To prepare, UK employers should consider strategies such as assessing unhealthy work patterns, establishing core working hours with clear expectations for after-hours communication and fostering a culture that encourages taking breaks and respecting time off.
The right to disconnect is more than a legislative proposal; it’s a vital step toward fostering a healthier work environment. By learning from the experiences of countries like Ireland and Belgium, the UK can build a framework that prioritises employee well-being while maintaining productivity. As guidelines emerge, both employers and employees have the opportunity to shape a balanced future of work.

If you feel your business needs HR support get in contact by emailing paul@coppicehr.com or calling 07814 008478.