Adopted in several other countries, the right to disconnect is likely on the horizon for the UK. What will this mean for your organisation and workforce?
Many countries, including France, Spain, Belgium, Italy, and Portugal, have already introduced laws granting employees the right to disconnect outside of their working hours. Australia is also following suit; however, in the UK, such legislation has yet to be implemented.
The Labour Party’s Green Paper proposed bringing this right to the UK as part of the anticipated Employment Rights Bill. Given that this change is likely on the horizon, this article explores what the potential legislation could mean for small and medium-sized enterprises (SMEs), highlighting both its advantages and drawbacks.
The right to disconnect gives employees the legal ability to “switch off” outside their working hours, ensuring they are not expected to remain constantly available or connected to work. This would formalise boundaries between work and personal life, helping employees maintain a healthier balance.
But what would this mean for SMEs and their HR departments?
Does the right to disconnect need to be legislated, or can a shift in workplace culture achieve the same result? Let’s explore both the benefits and challenges of introducing this law, with HR insights from Claire Watt, Managing Director of Ditton HR (FCIPD).
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