Most UK employees work while on holiday. Is it time for 'right to disconnect' laws?

In the UK, the concept of a holiday is increasingly becoming a misnomer. Recent statistics reveal that a significant portion of the workforce continues to engage in work-related activities even while on leave. This trend raises important questions about the necessity of implementing 'right to disconnect' laws to protect employees' mental wellbeing and ensure a healthier work-life balance.

The current landscape

A survey conducted in 2023 found that over 60% of UK employees did not take all their annual leave¹. Furthermore, many of those who did take time off continued to work during their holidays. This phenomenon is not just a matter of personal choice but often stems from workplace culture and expectations.

The Impact on mental health

Working during holidays can have detrimental effects on mental health. The inability to fully disconnect from work prevents employees from recharging, leading to increased stress and burnout. According to a report by Deloitte, poor mental health costs UK employers up to £51 billion each year². This includes costs related to absenteeism, presenteeism, and staff turnover.

Benefits of implementing 'right to disconnect' laws

• Improved mental wellbeing: Allowing employees to fully disconnect from work can significantly reduce stress and improve overall mental health.
• Increased productivity: Employees who are well-rested and mentally healthy are more productive and engaged when they are at work.
• Better work-life balance: Ensuring that employees have time to relax and spend with their families can lead to a more satisfied and loyal workforce.

Implementing 'right to disconnect' policies

For organisations considering the adoption of 'right to disconnect' policies, the following steps can be beneficial:

• Clear guidelines: Establish clear guidelines on when employees are expected to be available and when they are not.
• Training and awareness: Provide training to managers and employees on the importance of disconnecting and respecting personal time.
• Support systems: Implement support systems such as mental health programs and flexible working arrangements to promote a healthier work environment.

The case for 'right to disconnect' laws

Countries like France and Ireland have already implemented 'right to disconnect' laws, which give employees the legal right to disengage from work communications outside of working hours. These laws aim to protect employees' mental health and promote a better work-life balance.

In the UK, there is growing support for similar legislation. The UK government initially proposed the 'right to disconnect' as part of their "New Deal for Working People"3. This policy aimed to allow workers to ignore work-related emails and calls outside office hours, ensuring that working from home does not turn into a 24/7 office environment. But despite the initial enthusiasm, the 'right to disconnect' has not been implemented into UK law. Recent reports indicate that this is undecided4. As a result, UK workers currently do not have the same legal protections as seen in other countries.

Despite this, the trend of UK employees working while on holiday highlights the need for 'right to disconnect' laws to be explored more. Such legislation could play a crucial role in improving mental health, enhancing productivity, and fostering a healthier work-life balance. As the conversation around employee rights wellbeing and rights continues to evolve, it is essential for organisations to consider the benefits of allowing their employees to truly disconnect.

By addressing this issue proactively, businesses can not only comply with potential future legislation but also create a more supportive and sustainable work environment.

Sources

1. https://timetastic.co.uk/blog/annual-leave-statistics/
2. https://www.deloitte.com/uk/en/about/press-room/poor-mental-health-costs-uk-employers-51-billion-a-year-for-employees.html
3. https://committees.parliament.uk/work/8569/make-work-pay-employment-rights-bill/publications/
4. https://factorialhr.co.uk/blog/right-to-switch-off/