The digital disconnect debate

The proliferation of smartphones, advances in communication technologies, collaborative work and remote or hybrid work models have blurred the lines between work and personal life.
The work culture patterns of ‘always available’ and ‘always online’ across many sectors of the global economy have resulted in evidence of burnout, work-family conflict and acute anxiety; and have accelerated deterioration in mental health.
The emergence of artificial intelligence, the come-back-to-work mandate, automation and massive layoffs across sectors beyond Silicon Valley have workplaces on the cusp of uncertainty and job insecurity. This predicament has been exacerbated by the expectation that staff adopt a ‘996’ work pattern, normalising long hours and constant availability.
Several countries have responded to the situation by enacting statutory regulations or guidelines to protect employees’ wellbeing and ensure a conducive work environment. France has required companies with more than 50 employees to negotiate after-work schedules through collective agreements and policies; and to comply with labour and employment legislation.
Spain has issued a statutory right to disconnect, especially from digital tools. In Ireland, codes of practice exist on the right to disconnect; though not strict, they set a benchmark for reasonable expectations.
The United States does not have a federal or state statutory right-to-disconnect rule in effect. It is more focused on company policies and wellness programmes. In the California Assembly, a bill in the pre-legislative stage would give employees the right to ignore employer communications outside working hours.
In the Canadian jurisdiction, only Ontario has a legislated right-to-disconnect framework. It applies to companies with more than 25 employees and is more procedural than a strict ban. Some countries in Latin America recognise the right to disconnect after work in both the public and private sectors, while others provide partial protections, especially for teleworkers.
Kenya is making progress towards recognising employees’ right to disconnect after working hours, as the Employment (Amendment) Bill 2022 seeks to establish this right by allowing employees to disconnect from work duties outside their contractual hours.
Now, India, one of the world’s largest emerging markets and the world’s 4th-largest economy, has growing evidence of digital burnout and anxiety, with a growing pressure to stay constantly available.
To tackle this emerging silent corporate crisis, a member of the Indian parliament, Supriya Sule, has introduced the Right to Disconnect Bill 2025 in the Lok Sabha, which aims to give employees the legal right to ignore work-related communication outside of official working hours.
The bill proposes to confer on every employee the right to disconnect from work and not receive calls and emails beyond work hours and on holidays.
The proposed legislation seeks to grant employees the legal right to refuse work outside work hours without fear of being penalised or losing promotion, appraisal, or bonus. However, the bill has limited chances of being passed, but it could shape policy disclosure.
Though the bill is a step in the right direction, it will not suffice; the organisational culture and corporate ecosystem must support it in tandem. It is worth noting that the bill has a very low chance of becoming law.
This is a private bill, not a government bill. Post-independence, the government of India has passed only 14 private member bills. The last one became a law in 1970.
Even if the legislation does not become law, it has raised employees’ voices across corporate India. It now pushes for a digital disconnect mandate after work hours. The bill is viewed as a timely response to India’s burnout culture, especially in the IT and other white-collar sectors.
Some corporate leaders feel it will reduce India’s competitive edge, especially compared to China. Others welcome the intent, as it aims to reduce burnout and focus on impact rather than input.
Leaders believe the bill will require redesigning staff workload and leadership modeling. This debate marks the beginning of a new voice for corporate India.