In News:

A Private Member’s Bill titled the Right to Disconnect Bill, 2025 has been reintroduced in the Lok Sabha. The Bill seeks to legally recognise employees’ right to disengage from work-related communication beyond official working hours.

What is the Right to Disconnect?

The Right to Disconnect refers to an employee’s right to not respond to work-related calls, emails, or messages outside prescribed working hours without facing disciplinary action. It aims to address the growing problem of constant digital connectivity, protect mental well-being, and promote a healthier work–life balance.

In the era of smartphones, remote work, and global time zones, employees are often expected to remain available beyond office hours, leading to stress, burnout, and reduced productivity.

Key Provisions of the Bill

The Bill proposes a legal and institutional framework to safeguard employees from after-hours work pressure:

• Right to Refuse After-Hours Communication: Employees cannot be penalised for ignoring work-related communication outside official hours.
• Employees’ Welfare Authority: A statutory body will be established to implement and monitor the right to disconnect.
• Baseline Study: The Authority will conduct a nationwide study to assess the burden of digital communication on employees outside work hours.
• Mandatory Negotiations: Companies with more than 10 employees must negotiate with workers or unions to set clear rules for work beyond office hours. Any such work will qualify for overtime wages.
• Mental Health Support: Provision for counselling services and the establishment of digital detox centres in collaboration with the government.
• Penalties for Non-Compliance: Companies violating the provisions may face penalties of up to 1% of their total employee remuneration.

Private Member’s Bill - Key Facts

• A Private Member’s Bill (PMB) is introduced by an MP who is not a Minister.
• Such Bills are generally taken up on Fridays in Parliament.
• PMBs rarely become law -only 14 have been enacted since Independence, with the last passed in 1970.

Global Perspective

Several countries have already recognised the Right to Disconnect in law:

• France (2017) – One of the first countries to implement it.
• Portugal – Employers are restricted from contacting employees after work hours.
• Australia (2024) – Recently introduced similar legal protections.

These examples show a global shift toward prioritising employee well-being in digital workplaces.

Status in India

India currently has no specific law guaranteeing the Right to Disconnect. However, the concept aligns with constitutional principles:

• Article 38 – Promotes welfare of the people.
• Article 39(e) – Directs the State to protect workers’ health and strength.

Existing labour laws focus on working hours and safety but do not address digital overreach beyond work hours.

Significance

• Promotes work–life balance and mental health
• Reduces risks of burnout, stress, and “telepressure”
• Encourages clear workplace boundaries
• Aligns India with emerging global labour welfare standards