Balancing Business Needs and Employee Well-being
Employers who contact staff outside of their regular working hours risk negative
consequences, including increased sick leave, reduced performance, and employee
demotivation. While Ireland’s Workplace Relations Commission (WRC) introduced the Right
to Disconnect code in 2021, the most significant impact of non-compliance isn’t just
potential fines-it’s the loss of productivity and retention issues caused by overworked
employees.
Ed Heffernan, treasurer of Ireland’s Employment and Recruitment Federation (ERF),
highlights the delicate balance businesses must strike. Some employers may benefit from
unpaid overtime, but the long-term risks, such as burnout and high turnover, outweigh any
short-term gains. The challenge is to ensure employees feel supported while maintaining
business efficiency.
The Global Approach to the Right to Disconnect
Countries worldwide are grappling with how to enforce a healthy work-life balance. The UK
is considering introducing a similar policy, though business leaders remain divided, fearing it
could reduce flexibility. Belgian businesses with over 20 employees must have a written
agreement outlining rules for after-hours communication. In Australia, employees have the
legal right to ignore employer contact outside of working hours without facing
consequences.
Perhaps the strictest approach is seen in France, where it is illegal to send work-related
emails after standard working hours. However, some argue that overly rigid policies may
restrict the autonomy of both employers and employees, especially for those whose
working preferences fall outside traditional office hours.
Challenges in Defining Work Boundaries
Creating a right-to-disconnect policy is not without its challenges. Many industries-such as
healthcare, hospitality, and manufacturing-require employees to be on standby. If
implemented correctly, standby arrangements can be fair and effective, provided they come
with additional compensation or time off.
A key issue is defining what qualifies as an “emergency”; What a business owner considers
urgent may not align with an employee’s perspective. Without clear communication,
policies meant to protect staff could inadvertently create confusion or resentment.
Striking the Right Balance
For a right-to-disconnect policy to work, it must be both structured and flexible. Businesses
should clearly define working hours, communicate expectations effectively, and ensure
employees understand their rights and responsibilities. A well-implemented policy can
enhance productivity, improve employee well-being, and maintain strong client
relationships without overburdening staff.
