Michigan Lawmakers Propose ‘Right to Disconnect’ Bill

Michigan lawmakers are considering legislation that would give employees a legal “right to disconnect” from work communications after hours, adding the state to a growing debate over work-life boundaries in the digital age.

Introduced as the Workplace Employee Boundaries Act (Senate Bill 948), the proposal would prohibit employers from requiring employees to monitor or respond to work-related emails, text messages, phone calls, or other communications outside their regularly scheduled work hours. The bill would also bar employers from retaliating against workers who choose not to respond after hours and would authorize civil penalties of up to $500 per violation. Supporters say the measure is designed to address an increasingly “always-on” workplace culture fueled by smartphones and remote work. 

Sample Policy: Hours of Work Policy — Nonexempt Employee Electronic Communications

The proposal follows similar efforts elsewhere, including California, where Assembly Bill 2751 sought to establish a statewide right to disconnect. That measure would have required employers to adopt written policies defining employees’ nonworking hours and generally prohibited after-hours communications except for emergencies or scheduling matters. However, with SHRM’s opposition, the bill stalled in the Assembly Appropriations Committee in 2024 and did not become law. 

Supporters of Michigan’s legislation argue that technology has blurred the line between work and personal life, making it increasingly difficult for employees to truly disconnect. They contend that workers should not fear discipline or retaliation for ignoring work messages after their shifts end and that clearer legal boundaries could improve mental health, reduce burnout, and promote healthier work-life balance. The proposal reflects similar laws adopted in countries including France and Australia, where employees have gained greater legal protections against after-hours work communications. 

Business groups and employer advocates, however, have raised concerns that bills like Michigan’s could create more workplace problems than they solve. Opponents argue that modern workplaces often rely on flexibility rather than rigid schedules, particularly for salaried professionals, managers, remote employees, healthcare providers, manufacturers, and businesses operating across multiple time zones. They warn that broadly restricting after-hours communications could make it more difficult to address unexpected operational issues, coordinate schedules, respond to customers, or manage emergencies that may not fit neatly within statutory definitions.

Toolkit: Managing Flexible Work Arrangements 

Critics also point to practical enforcement challenges. Questions remain about what constitutes a prohibited communication, whether simply sending an email after hours would violate the law, and how employers should handle voluntary employee responses or flexible work arrangements. Similar concerns helped derail California's proposal, with opponents arguing that a one-size-fits-all mandate would reduce workplace autonomy while creating significant compliance uncertainty. 

Whether Michigan’s bill ultimately advances remains uncertain, but it reflects a broader national conversation over balancing employee well-being with the operational realities of an increasingly connected workplace.