As the barrier between work and personal time erodes, a global campaign to help workers reclaim their right to disconnect from their jobs was launched. Lead by UNI Global Union’s Professionals & Managers (UNI P&M) the campaign was rolled out worldwide with the help of the first-ever guide to negotiating for digital disconnection.
The right to disconnect refers in short to the right of employees to disconnect from their work and to not receive or answer any work-related emails, calls, or messages outside of normal working hours. Technological developments and mobile devices have allowed employees to perform their work anywhere and at any time. While there are also benefits with this flexible approach to work, it risks eroding the barriers between working and leisure time. In many workplaces there is also an implicit or explicit expectation to check emails at home and at night, as well as during weekends and holidays, especially for managers and supervisors. This constant connection and ensuing lack of rest carries important psycho-social risks for employees, including anxiety, depression, and burnout.
The right to disconnect is designed to establish boundaries around the use of electronic communication after working hours and to provide employees with the right to not engage in any work-related activities at home. It is often looked upon as an individual right of the employee to not only disconnect but also to not be reprimanded for failing to connect – or rewarded for constantly staying connected. As this report will show, however, any work organisation systems that include a right to disconnect must be approached collectively and with a clear obligation on the part of the employer for the right to be effectively safeguarded.