Right to Disconnect Policy: A Key Lever for Well-Being and Productivity at Work

Hyperconnectivity: A Risk to Health and Productivity

With the rise of remote work and the omnipresence of digital tools, the boundary between professional and personal life is gradually fading. The result? Increased stress, burnout, and decreased productivity.

15.7% of Canadian workers experience stress related to work-life balance. (Source: Statistique Canada)

Faced with this challenge, a growing number of companies are adopting a right to disconnect policy to protect employee well-being, optimize performance, and comply with legal obligations.

What is a Right to Disconnect Policy?

A right to disconnect policy aims to ensure that employees have the right not to be contacted outside of working hours. It regulates, among other things, the use of emails, text messages, or professional calls, the use of digital work tools outside of office hours, and encourages regular breaks to reduce digital and physical fatigue.

The goal is to maintain a healthy work-life balance for employees while promoting their mental health.

In some countries and regions, this initiative has become a legal standard. Looking at our neighbors in Ontario, companies with more than 25 employees are required to implement a right to disconnect policy (Source: Government of Ontario). This type of regulation is also gaining ground in several European countries. In France, the “right to disconnect” has been enshrined in the Labor Code since 2017.

Why Implement a Right to Disconnect Policy?

Preserve Employees’ Mental and Physical Health

Being constantly connected can lead to stress, sleep disorders, and, in the long term, an increased risk of burnout.

The World Health Organization (WHO) estimates that 750,000 deaths per year worldwide are linked to overwork. A well-thought-out right to disconnect policy reduces these risks and creates a healthier work environment.

Boost Productivity

A well-rested employee is a productive employee. Conversely, overworked employees often experience declines in productivity and frequent absences. By implementing a right to disconnect policy, you promote a more effective work culture focused on qualitative results.

Attract and Retain Employees

Work-life balance has become a major factor in choosing an employer.

68% of employees consider this balance a priority in their career choices (Source: Glassdoor). A well-designed right to disconnect policy can strengthen your employer brand, attract top talent, and improve employee retention.

How to Implement an Effective Right to Disconnect Policy?

Step 1: Analyze Work Habits

Before implementing a right to disconnect policy, it is essential to understand current practices within your organization. This analysis will help identify areas that need adjustments to promote disconnection. You can ask yourself these questions to help with the assessment:

• What are employees' usual working hours? Do they change when working remotely?
• How often are emails and professional messages sent outside working hours?
• Do some employees feel excessive fatigue or burnout?
• Is burnout a common issue within the company?

Step 2: Involve Stakeholders

Engage employees and managers in designing the right to disconnect policy. Collective involvement ensures better adherence and smoother implementation.

Step 3: Define Clear Policy Rules

Establish precise time slots during which employees should not be contacted and are not expected to respond. Make it clear that they will not be penalized if they choose to work outside their normal hours.

Limit the sending of emails or professional messages outside of working hours. Encourage the use of features like scheduled email sending or disabling notifications outside of work hours.

Define exceptions for emergency situations to clarify when contact is justified.

When drafting your right to disconnect policy, ensure it applies to all employees, regardless of their role, shift, or position. Share it in an accessible way to guarantee proper understanding.

Step 4: Train Managers

Managers play a key role in enforcing the policy. Provide them with training to raise awareness of best practices aligned with this goal, such as:

• Planning tasks realistically
• Encouraging regular breaks
• Prioritizing work quality over quantity
• Balancing workload distribution

Active listening helps identify potential difficulties and adjust responsibilities accordingly. Proper management not only helps limit overtime but also fosters a healthy and respectful work environment.

Step 5: Communicate, Monitor, and Adjust the Policy

Regularly raise awareness among employees about the right to disconnect policy and gather their feedback through surveys or discussions. Track indicators such as satisfaction, productivity, and well-being at work.

Adjust the rules if necessary to better meet the evolving needs of your teams. You can also encourage employees to report any issues or potential improvements directly to HR or their supervisors. An open feedback system demonstrates that you value their input and strengthens the effectiveness of your policy.

Conclusion

Adopting a right to disconnect policy is more than just a compliance measure—it is a strategic investment in the mental health and productivity of your team. With the right practices in place, this initiative can become a powerful driver of performance for your company.

Taking care of your employees today ensures your company's success tomorrow!