In Ontario, the Right to Disconnect law gives employees more control over their work-life balance — but it’s often misunderstood. While the law requires certain employers to have a written “disconnecting from work” policy, it doesn’t automatically stop after-hours emails or calls.
This guide explains what the Right to Disconnect means, who it applies to, and how it affects your rights as an employee or employer under the Employment Standards Act (ESA).
The Right to Disconnect became law on December 2, 2021, through Bill 27, the Working for Workers Act, 2021.
It added new sections to the ESA requiring certain employers to have a written policy about employees “not engaging in work-related communications — including emails, calls, video meetings, or messages — so they can be free from performing work.”
In simple terms, the law recognizes that workers need time to unplug and focus on personal life without pressure to be “always on.”
In simple terms, the law recognizes that workers need time to unplug and focus on personal life without pressure to be “always on.”
Only employers with 25 or more employees in Ontario on January 1 of any calendar year must have a written policy in place by March 1 of that year.
That includes:
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