‘Out-of-Work Hours’

Why in News?

• A Private Member’s Bill, titled Right to Disconnect Bill, 2025, was introduced in Parliament by NCP MP Supriya Sule.
• It has renewed debate on work–life balance, digital overreach, and employee mental well-being in India’s evolving work culture.

About the Right to Disconnect Bill, 2025

What it Proposes

• Seeks to provide employees with a statutory right to disengage from work-related communications outside agreed working hours.
• Aims to address challenges arising from remote work, smartphones, and 24×7 digital connectivity.

Key Features

1Legal Right to Disconnect (Section 7):

oEmployees can ignore work calls, emails, or messages after official working hours.

oProtection from disciplinary action or adverse appraisal.

2Defined ‘Out-of-Work Hours’: Time beyond contractually agreed working hours is clearly defined.

3Employees’ Welfare Authority: Proposed central authority to oversee implementation and protect employee dignity.

4Employer–Employee Negotiation Charter:

oMandatory charter defining:

§Communication norms

§Permissible exceptions

§Emergency protocols

5Overtime Compensation (Section 11): If employees voluntarily respond after hours, they are entitled to overtime wages at normal rates.

6Digital Well-being Measures:

oAwareness programmes

oCounselling services

oDigital Detox Centres, especially for remote workers.

7Penalty for Non-Compliance: Financial penalty of 1% of total employee remuneration on defaulting organisations.

Need for the Law

1Always-on Work Culture: Smartphones and remote work have blurred boundaries between professional and personal life.

2Mental Health Concerns: Rising burnout, anxiety, and stress, particularly among:

§Young professionals

§IT and service-sector employees

§Gig workers

3Power Asymmetry: Employees often feel compelled to respond due to:

§Hierarchical pressure

§Job insecurity

§Performance evaluations

4Global Precedents: Countries recognising the right to disconnect:

§France

§Belgium

§Ireland

§Australia

oProductivity Rationale: Encourages outcome-based work rather than presenteeism.

Challenges

1Diverse Work Structures: IT services, manufacturing, healthcare, gig economy, and global operations require flexibility.

2Enforcement Issues: Difficulty in monitoring informal communications (WhatsApp, personal calls).

3SME Burden: Compliance costs and administrative challenges for small enterprises.

4Operational Flexibility: Risk of rigidity during emergencies or peak workload periods.

5Legislative Limitation: As a Private Member’s Bill, chances of enactment remain low without government backing.