Right to Disconnect Bill

Context: A Private Member’s Bill has been introduced in Parliament proposing the establishment of an Employees’ Welfare Authority to institutionalise the Right to Disconnect. The Bill seeks to legally enable employees to decline work-related calls, emails, and digital communication beyond designated working hours and on holidays, without adverse consequences.

Private Member’s Bill

A Private Member’s Bill refers to legislation introduced by any Member of Parliament other than a Minister. While such bills rarely become law, they play a crucial role in:

• Highlighting gaps in existing policy frameworks
• Initiating debate on emerging socio-economic issues
• Nudging the executive towards reform

What is the Right to Disconnect?

The Right to Disconnect is a statutory protection that allows employees to disengage from work during non-work hours, ensuring that they are not obligated to respond to:

• Work-related phone calls
• Emails
• Messaging platforms
• Any form of electronic communication

The principle is grounded in Article 24 of the Universal Declaration of Human Rights (UDHR), which guarantees the right to rest, leisure, and reasonable limitation of working hours.

Rationale and Importance of the Right to Disconnect

1. Escalating Work-Related Stress

• The digital work environment has blurred the boundary between professional and personal life.
• Persistent expectations of availability contribute to burnout, anxiety, reduced sleep quality, and long-term mental health concerns.

2. Productivity Considerations

• Empirical studies indicate a marked drop in efficiency once working hours exceed 50 hours per week, making over-connectivity counterproductive.
• Chronic overwork diminishes innovation, decision-making quality, and overall output.

3. Socio-Psychological Harm

• Extended work hours erode work-life balance, weaken social ties, and contribute to isolation.
• Illustration: The 2024 case involving the death of an Ernst & Young employee in Pune sparked national debate around workplace culture and overwork.

4. Labour Rights and Dignity

• Continuous digital engagement effectively amounts to unpaid labour, violating the principle of fair and humane conditions of work.

Constitutional Foundations

Article 21 – Right to Life and Dignity

• The Supreme Court has interpreted Article 21 to include quality of life, mental well-being, and humane working conditions.
• The Right to Disconnect flows naturally from these protections.

Directive Principles of State Policy (DPSPs)

• Article 39(e): Mandates that the health and strength of workers are not abused.
• Article 42: Directs the State to ensure just and humane conditions of work.
• Together, they create a normative basis for recognising rest and leisure as integral to labour welfare.

Why This Issue Matters for India

• India’s expanding gig economy, hybrid work models, and digitalisation of workplaces have intensified expectations of round-the-clock availability.
• Legislative interventions like the Right to Disconnect are increasingly viewed as essential for:

oSafeguarding mental health

oPromoting sustainable productivity

oCreating equitable employer-employee relationships

oEnsuring alignment with global labour standards