Can the 'Right to Disconnect' Redefine Work-Life Balance in a 24×7 Economy?

India is experiencing a significant shift in workplace discourse with the 'Right to Disconnect,' a policy that seeks to give employees the right to decline after-hours, work-related calls and emails. Kerala recently introduced the 'Right to Disconnect' Bill, 2025, which, if enacted, could become the country's first such law.

This right has been a focal point in discussions on new-age labor rights for some time now and is currently upheld in several countries. In India, the concept was first introduced in 2019 by Nationalist Congress Party MP Supriya Sule in the Lok Sabha, sparking discussions about employee well-being and work-life balance in the country. In 2025, following a pandemic, similar legislation seeks to address the debilitating impact of the rising always-on culture in an increasingly hybrid work world.

This article examines the 'Right to Disconnect' in an era characterized by hyper-connectivity and discusses what such a policy means for workplaces in India.

What is the 'Right to Disconnect'?

The 'Right to Disconnect' is a safeguard, whether established by law or organizational policy, that gives employees the right to refrain from responding to work-related communications outside their stipulated working hours. Everything from chat messages, emails, and calls received during personal time qualifies as work-related communication under the 'Right to Disconnect'. To eliminate the fear of consequences and further empower employees, the bill prohibits penalizing workers for not responding outside work hours, except when they have a prior agreement to be on call during those hours.

Essentially, the 'Right to Disconnect' seeks to recognize employees' fundamental “right to rest and leisure.” It protects employees’ ability to detach from work mentally and ensures they receive adequate rest periods, similar to their physical off-duty time.

It has been been widely discussed across labor forums and even legally recognized by many countries. However, it has recently come into legislative focus in India, owing to high-profile state-level proposals and increased public discourse about employee well-being.

Why India Needs the 'Right to Disconnect'

The 'Right to Disconnect' comes at a time when engagement levels in Indian workplaces are sharply declining. According to Gallup's State of the Global Workplace 2025, only 26% of employees in India are engaged. In an already digitally dependent era, employees are expected to be available beyond work hours. Burnout and occupational stress have become widespread. It doesn't help that remote and hybrid work have become the norm, which further fuels the always-on culture. Consequently, employees’ work-life boundaries are in jeopardy.

According to a 2024 study published on ResearchGate, a documented increase in stress and impaired work-life balance has been observed among professionals working from home in India. Increased employer outreach outside of work hours increases the risk of burnout and attrition.

This challenge is even greater for individuals in less-secure forms of employment, such as gig and platform work. The International Labour Organization’s India Employment Report 2024 notes a shift towards non-standard work, which complicates traditional hour-based protections.

From an employer's standpoint, the 'Right to Disconnect' helps both retention and productivity. Organizations enabling an adequate recovery period are likely to report higher performance. They may also benefit from lower healthcare and turnover costs. Without clear rules, however, most workplaces continue to struggle with setting healthy boundaries.

What Implementing the ''Right to Disconnect'' Involves

Implementing the 'Right to Disconnect' effectively requires a clear and well-designed framework. Potentially, the following crucial measures can be included:

       1. A clear legal or policy definition of work hours is essential. Employees should not be expected to reply to work messages outside their set hours unless they are officially on call or handling an emergency.

      2. No punitive action against employees who choose to exercise their 'Right to Disconnect,' such as demotion or negative appraisals.

    3. Grievance and enforcement systems need to be made available. Dedicated labor offices or committees should handle complaints, investigate issues, and take corrective action. Grievance bodies must be neutral and trained.

    4. Exception programs should be clearly defined. In sectors such as healthcare, emergency services, or critical IT operations, employees may need to work beyond their hours. In such cases, they should receive compensatory benefits, such as overtime pay or agreed-upon flexible schedules.

    5. Reporting, monitoring, and evaluation should be built into the system. Organizations should regularly report after-hours contact levels, and these findings should be used to refine rules and track well-being outcomes through periodic assessments.

The Way Forward

The 'Right to Disconnect' may not be a perfect solution, but it’s an essential tool for improving modern work. In a fast-evolving labor market like India, a well-designed 'Right to Disconnect' can protect leisure time, reduce burnout, and support a healthier work-life balance.

Implementing the 'Right to Disconnect' requires intentionality. Crucially, employers and employees need precise definitions of work hours and agreed-upon exceptions for different roles at the time of hiring. Just as important, culture should change. Leaders should model the 'Right to Disconnect' to give employees greater confidence to exercise it. It is crucial that organizational messaging or reward systems don't unintentionally punish employees for disconnecting.