Definition
The principle that employees should be able to disengage from work communications and not be expected to respond to emails, calls, or messages outside of their working hours. While not currently a UK statutory right, it is gaining traction as a workplace wellbeing measure.
UK Context
Unlike Ireland and several EU countries, the UK does not currently have a statutory right to disconnect. However, the concept aligns with the Working Time Regulations 1998 rest period requirements and the employer's duty of care. The CIPD recommends employers develop policies that set clear expectations about out-of-hours communication.
Best Practices
- Develop a clear communication expectations policy that defines acceptable response times outside working hours
- Lead by example at senior management level by avoiding sending emails late at night or on weekends
- Use email scheduling tools to send messages during working hours even if drafted outside them
Frequently Asked Questions
Is there a legal right to disconnect in the UK?
Not currently. However, the UK government has indicated interest in introducing such a right. In the meantime, employers can voluntarily adopt policies. Some UK employers have already implemented right-to-disconnect policies as part of their wellbeing strategy.
Can an employer require out-of-hours contact?
This depends on the employment contract. If on-call or out-of-hours duties are specified in the contract, the employer can require it. However, the Working Time Regulations still require adequate rest periods, and excessive contact could constitute a health and safety risk.