Right to Disconnect
The UK does not currently have a statutory right to disconnect, unlike France and Ireland. However, employers should have clear policies on out-of-hours contact as part of their duty of care and to comply with the Working Time Regulations 1998.
Last updated: February 2025
What the Law Says
There is no specific UK legislation on the right to disconnect. However, the Working Time Regulations 1998 set maximum working hours (48 per week) and minimum rest periods. The Health and Safety at Work Act 1974 requires employers to protect employee wellbeing, which extends to preventing burnout from excessive out-of-hours contact.
Your Obligations as an Employer
- Ensure working time limits are respected including out-of-hours communications
- Consider implementing a right-to-disconnect policy as best practice
- Monitor for excessive after-hours work that could breach WTR
- Respect rest periods and weekly rest requirements
What to Include in Contracts
Consider including a clause on expected availability outside core hours, reference to the company disconnect policy, and confirmation that employees are not routinely expected to respond to communications during rest periods.
View related contract templateCommon Mistakes
- Creating a culture where out-of-hours emails require immediate response
- Not having a policy on after-hours communications
- Penalising employees who do not respond outside working hours
FAQ
Could the UK introduce a right to disconnect law?
It is possible. The Labour government's 2024 'Make Work Pay' plan included proposals for a right to disconnect. Any legislation would likely follow the Irish model of a voluntary code of practice rather than strict French-style statutory rights.
Can an employer require employees to be available 24/7?
Only if the contract provides for this and the employee has not opted out of the 48-hour working week limit, or they fall within an exempt category. Even then, employers must ensure adequate rest periods and protect employee health and safety.
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Get Started FreeThis is guidance for UK employers, not legal advice. For complex employment law matters, consult a qualified employment solicitor or ACAS.
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