Context

• The rapid expansion of digital technology has fundamentally reshaped modern work culture.
• Tools designed to improve efficiency, such as smartphones, laptops, and instant communication platforms, have increasingly blurred the boundary between professional responsibilities and personal life.
• In India, this erosion has fostered a culture of constant availability, where employees are expected to remain connected long after official working hours.
• Far from symbolising dedication, this practice has contributed to widespread burnout, declining mental health, and reduced productivity.
• In this context, recognising the right to disconnect as a legal protection is no longer optional but essential for ensuring the well-being and sustainability of India’s workforce.

The Culture of Overwork in India and Its Consequences

• The Culture of Overwork
  • India’s workforce is operating under extreme pressure.
  • Data from the International Labour Organization reveal that more than half of Indian workers regularly exceed 49 working hours per week, placing the country among the highest globally for excessive work hours.
  • This relentless pace has resulted in alarming levels of burnout, with a vast majority of employees reporting physical and emotional exhaustion.
  • The expectation of constant digital availability has extended work into evenings, weekends, and holidays, transforming rest periods into unpaid labour and eroding the fundamental concept of work-life balance.
• Health and Productivity Consequences
  • The consequences of overwork extend beyond individual discomfort and directly affect public health and economic efficiency.
  • Prolonged stress and insufficient rest significantly contribute to lifestyle diseases such as hypertension, diabetes, anxiety, and depression.
  • Work-related stress now forms a notable share of India’s mental health burden, placing additional strain on healthcare systems.
  • From an organisational perspective, fatigued employees are less creative, more prone to errors, and less engaged.
  • The tragic death of a young employee due to overwork in 2024 serves as a stark reminder of the human cost of unchecked workplace pressure and highlights the urgent need for systemic reform.

Gaps in the Existing Legal Framework

• Despite recent labour reforms, India’s current legal framework remains inadequate in addressing the realities of the digital economy.
• The Occupational Safety, Health, and Working Conditions Code, 2020 sets limits on working hours, but its protections largely apply to traditional workers and often exclude contractual, freelance, and gig employees.
• This omission leaves a significant segment of the workforce vulnerable to exploitation, especially those who fear professional repercussions for ignoring after-hours communication.
• The imbalance of power between employers and employees further intensifies the need for explicit legal safeguards.

The Case for the Right to Disconnect

• The right to disconnect aims to restore dignity and autonomy to workers by clearly defining boundaries between work and personal life.
• It seeks to ensure that employees cannot be penalised, disciplined, or discriminated against for disengaging from work-related communication beyond their designated working hours.
• Additionally, it provides mechanisms for grievance redressal when such rights are violated.
• By amending existing labour laws to include this protection, the reform would recognise mental well-being as a core component of occupational safety and extend coverage to vulnerable segments of the workforce.

Global Precedents and Lessons

• India is not alone in facing the challenges of an always-on work culture.
• Several countries, including France, Portugal, Italy, Ireland, and Australia, have already enacted right-to-disconnect laws.
• These frameworks require organisations to establish clear protocols for after-hours communication, reinforcing the principle that respecting personal time is vital for sustainable productivity.
• International experience demonstrates that such legislation does not hinder economic growth but instead supports long-term efficiency and workforce resilience.

The Path Forward Beyond Legislation: Cultural and Organisational Change

• While legal reform is necessary, it is insufficient on its own. The success of the right to disconnect depends on a broader cultural shift within organisations.
• Awareness programmes, sensitisation workshops, and leadership accountability are crucial to dismantling toxic norms that equate long hours with commitment.
• Employers must prioritise output and innovation over presenteeism and integrate mental health support services into workplace policies.
• Only through this holistic approach can the law achieve its intended impact.

Conclusion

• The right to disconnect represents a forward-looking investment in India’s human capital.
• By enabling employees to rest, recover, and maintain their physical and mental health, the reform enhances not only individual well-being but also national productivity and economic sustainability.
• As India seeks to position itself as a global power, it must recognise that progress cannot be built on exhaustion.
• Embracing the right to disconnect affirms that a strong economy depends not on constant speed, but on the strength, dignity, and resilience of its people.