The ‘Right to Disconnect’ is emerging globally as a labour welfare and mental health safeguard in the digital workplace. Examine its significance for work–life balance and productivity, and discuss the challenges in implementing such a framework in India with reference to global experiences.

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Context and relevance Digitalisation, remote work and platform-based employment have blurred boundaries between professional and personal life. In this context, the ‘Right to Disconnect’ has emerged globally as a labour welfare and mental health safeguard, recognising employees’ right to disengage from work-related communication outside working hours.

Significance for work–life balance and productivity

Mental health protection: Continuous digital connectivity increases stress, burnout and anxiety; structured disconnection promotes psychological well-being.
Work–life balance: Clear temporal boundaries enable family life, rest and recovery, especially in remote and hybrid work models.
Sustainable productivity: Evidence from countries like France suggests that regulated work hours reduce fatigue and improve long-term efficiency.
Organisational clarity: It encourages outcome-based performance rather than presenteeism and constant availability.
Gender equity: Disconnection norms particularly benefit women by reducing unpaid care-work burdens aggravated by always-on work cultures.

Global experiences

France legally recognised the Right to Disconnect in 2017 through labour code amendments.
Ireland adopted a Code of Practice emphasising employer–employee dialogue.
Spain and Italy integrate digital disconnection within data protection and labour laws.

Challenges in implementing the framework in India

Informal and gig workforce dominance: A large section of workers lies outside formal labour protections.
Cultural work norms: Long working hours and hierarchical expectations normalise after-hours communication.
Employer concerns: Fear of reduced flexibility in IT, services and global delivery models.
Regulatory gaps: Existing labour codes do not explicitly address digital overwork or mental well-being.
Enforcement constraints: Weak compliance mechanisms and limited collective bargaining.

Way forward India may adopt a calibrated approach through sector-specific guidelines, collective agreements, awareness-building, and integration of digital well-being within labour codes, balancing flexibility with worker protection in a growing digital economy.

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