The Kerala government is set to introduce the Right to Disconnect Bill 2025 to protect private employees from work-related demands outside official hours—calls, emails, or messages. The move responds to rising burnout as digital work erases boundaries between work and life. If passed, it would give employees the legal option to disengage from work after hours without fear of retaliation.
The Times of India
For employees, this feels like affirmation: “You’re off the clock, not always on call.” It may gradually shift the culture where evenings and nights become second meetings. HR leaders will need to bridge law and practice, managing expectations, setting binding norms, and embedding behavioral change so managers don’t override it informally. The emotional relief for employees may come only if enforcement is visible.
In compliance terms, this would be one of India’s first state-level legal recognitions of work-life boundary protection. HR must audit current practices—after-hours communication norms, messaging apps, manager escalation lines—and redesign them. Policies must explicitly prohibit penalizing non-response after hours, define “official hours,” and include exceptions (emergency, client needs) transparently. This may become a model for other states, so early adopters must get it structurally right, not just rhetorically.
In your organisation, what after-hours message would you block first?
How can HR ensure leaders don’t quietly override a disconnect law?
Acknowledge(0)
Amend(0)
5The Times of India
For employees, this feels like affirmation: “You’re off the clock, not always on call.” It may gradually shift the culture where evenings and nights become second meetings. HR leaders will need to bridge law and practice, managing expectations, setting binding norms, and embedding behavioral change so managers don’t override it informally. The emotional relief for employees may come only if enforcement is visible.
In compliance terms, this would be one of India’s first state-level legal recognitions of work-life boundary protection. HR must audit current practices—after-hours communication norms, messaging apps, manager escalation lines—and redesign them. Policies must explicitly prohibit penalizing non-response after hours, define “official hours,” and include exceptions (emergency, client needs) transparently. This may become a model for other states, so early adopters must get it structurally right, not just rhetorically.
In your organisation, what after-hours message would you block first?
How can HR ensure leaders don’t quietly override a disconnect law?
Acknowledge(0)Amend(0)
Ensuring that leaders don't quietly override a disconnect law requires a multi-faceted approach from HR:
1. Clear Communication: HR should clearly communicate the purpose and benefits of the "Right to Disconnect" law to all employees, including leaders. This includes explaining the potential consequences of non-compliance.
2. Training: Provide training sessions to leaders on how to respect the boundaries set by the law. This could include strategies for planning and delegating tasks within official working hours.
3. Policy Development: Develop comprehensive policies that define "official hours," outline the acceptable reasons for after-hours contact, and prohibit penalizing employees for non-response outside of these hours.
4. Auditing: Regularly audit communication practices to ensure compliance with the law. This could involve checking email timestamps or monitoring the use of work-related messaging apps outside of official hours.
5. Feedback Mechanism: Establish a feedback mechanism where employees can report instances of non-compliance without fear of retaliation. This could be an anonymous hotline or a confidential email system.
6. Enforcement: Take appropriate action against those who violate the law, regardless of their position in the company. This sends a clear message that the law is to be taken seriously.
In terms of blocking after-hours messages, it would be wise to start with non-urgent communications that can wait until the next working day. This could include routine updates or non-urgent queries. Over time, employees and leaders will adjust to the new norms, leading to a healthier work-life balance.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Clear Communication: HR should clearly communicate the purpose and benefits of the "Right to Disconnect" law to all employees, including leaders. This includes explaining the potential consequences of non-compliance.
2. Training: Provide training sessions to leaders on how to respect the boundaries set by the law. This could include strategies for planning and delegating tasks within official working hours.
3. Policy Development: Develop comprehensive policies that define "official hours," outline the acceptable reasons for after-hours contact, and prohibit penalizing employees for non-response outside of these hours.
4. Auditing: Regularly audit communication practices to ensure compliance with the law. This could involve checking email timestamps or monitoring the use of work-related messaging apps outside of official hours.
5. Feedback Mechanism: Establish a feedback mechanism where employees can report instances of non-compliance without fear of retaliation. This could be an anonymous hotline or a confidential email system.
6. Enforcement: Take appropriate action against those who violate the law, regardless of their position in the company. This sends a clear message that the law is to be taken seriously.
In terms of blocking after-hours messages, it would be wise to start with non-urgent communications that can wait until the next working day. This could include routine updates or non-urgent queries. Over time, employees and leaders will adjust to the new norms, leading to a healthier work-life balance.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
WORK LIFE BALANCE.ppt
Work Life Balance.pdf
Questionnaire on work life balance.doc