The right to disconnect is an increasingly discussed concept in the world of work. With the rise of telework, which has become widely popular during Covid-19, the boundaries between professional and personal life have become blurred, making it essential to put in place mechanisms that allow workers to disconnect outside of working hours.
This right aims to protect the mental and physical health of employees by guaranteeing them real periods of rest, free from professional demands. Several countries have already adopted laws to this effect, and the debate continues to spread internationally.
In this article, we will explore the definition and origin of this right, its legal framework in Canada and Quebec, its benefits for employees and businesses, as well as best practices for applying it effectively.
The right to disconnect: definition and origin
The right to disconnect is a concept that workers are not required to respond to calls, emails or any other work-related solicitations outside of their working hours. This principle helps to establish a clear separation between the professional sphere and personal life.
The notion of the right to disconnect appeared in France in 2017 in a set of labor laws, requiring companies with more than 50 employees to develop a policy governing the use of smartphones. Since then, several European countries, such as Spain, Belgium and Portugal, have followed suit by introducing similar measures.
What about Canada? The importance of the right to disconnect is increasingly recognized there, but no specific legal framework has yet been established. Some bills are currently under consideration. In Quebec, Bill 799, tabled in 2021, aims to protect employees by guaranteeing them the right not to be contacted outside of their working hours. However, it is still awaiting review.
Why promote the right to disconnect?
The right to disconnect is not just a matter of convenience: it has direct impacts on productivity, mental health and employee engagement. Here are some notable benefits of its adoption:
- Work-life balance: Disconnecting allows workers to dedicate time to family, hobbies, and well-being. This balance is essential to avoid burnout and increase their quality of life at work.
- Reducing the harmful effects of hyper-connectivity: prolonged exposure to screens and constant notifications has physiological and psychological consequences, such as eye fatigue, sleep disorders or a drop in concentration… The right to disconnect helps to limit these effects and improve the health of workers.
- Increased productivity: A rested employee performs better. Hyper-connectivity leads to cognitive overload that reduces efficiency and concentration. Conversely, taking real breaks improves productivity and the ability to solve problems.
- Reduced stress: Not being constantly called upon reduces the pressure of deadlines and immediate expectations. This allows employees to release tension and recover better after a day of work.
- Employee engagement and motivation: Companies that respect this right send a strong signal that the well-being of their employees is a priority. A healthy work environment promotes greater job satisfaction and reduces staff turnover.
How to implement the right to disconnect in companies?
Companies can frame the right to disconnect through a charter, an internal policy or a best practices guide. For example, some organizations establish a rule prohibiting emails between 7 p.m. and 7 a.m., except in emergencies, while specifying what constitutes an emergency. They also define the right to disconnect during days off and vacations.
What’s more, it’s crucial to consider employees’ individual preferences. Some want more flexibility and prefer to work a less conventional schedule. For example, an employee might prefer to start her workday earlier or work a few hours in the evening so she can leave at 4pm to pick up her children from daycare. It’s therefore important to have a flexible approach that takes individual needs into account.
For disconnection to be respected, it must be encouraged by management and managers. They must lead by example. It is essential to raise awareness among employees and create a culture where not responding outside of working hours is seen as normal.
Towards a more balanced work culture
The right to disconnect is not a constraint, but a necessity for a healthy and sustainable work environment. It is a question of corporate culture and respect for employee well-being. Supervising disconnection improves the mental and physical health of workers, optimizes productivity and strengthens engagement within teams.
While Canada and Quebec are considering implementing laws on the matter, local businesses can now adopt proactive policies to guarantee their employees real rest time.
Pascale Hubert
Web Writer