The Right to Disconnect on Annual Leave
JASMINA RIDZI, HRM CONSULTANT, FLEDGEWORKS & AMITAS D.O.O.
Despite the importance of disconnecting in today’s hyper-connected world, many employees continue to work during their annual leave.
According to various studies, a significant number of employees check and answer emails, answer calls, and complete work tasks while on vacation.
Usually, it is not a problem when they do it with joy and delight.
The problem arises when employees feel a sense of urgency for connection and responsiveness.
This behaviour can undermine the benefits of annual leave and prevent employees from fully recharging.
Executive Summary
In today’s hyper-connected world, many employees struggle to disconnect from work during their annual leave.
Despite the critical need for rest and rejuvenation, a significant number of employees continue to engage in work-related activities while on vacation, which can undermine the benefits of taking time off.
Key Points:
- High Connectivity: Up to 70% of employees check work emails while on vacation, driven by workplace culture and fear of falling behind.
- Productivity Paradox: Staying connected may seem productive but often results in increased stress and decreased effectiveness, leading to burnout.
- Legislation: Countries like France, Portugal, Ireland, and Slovenia have implemented laws to protect employees’ right to disconnect, aiming to improve work-life balance and reduce work-related stress.
- Company Policies: Effective strategies include clear communication policies, promoting a culture of disconnection, encouraging planning, role modelling by leadership, and providing training and awareness.
- Employee Self-Responsibility: Employees must set personal boundaries, develop healthy habits, practice mindfulness, use technology wisely, and prioritize personal time to ensure they fully disconnect during their leave.
Conclusion:
The right to disconnect during annual leave is crucial for maintaining employee well-being in the modern workplace.
Organizations must establish clear boundaries and encourage regular breaks to foster a healthier, more productive workforce.
Legislative measures and company policies play vital roles, but employees must also take responsibility for their well-being by adhering to these boundaries and making the most of their annual leave.
The Importance of Annual Leave
Annual leave, or paid time off, is a critical component of maintaining employee well-being.
Taking regular breaks from work is essential for mental and physical health.
Annual leave provides employees with the opportunity to rest, spend time with family and friends, and pursue personal interests.
This break from routine work stressors can lead to improved productivity, creativity, and job satisfaction upon return.
But many people don’t take the annual leave with their whole being.
Here are some insights:
- High Connectivity: Surveys indicate that up to 60-70% of employees check their work emails while on vacation.
Many of these employees feel compelled to stay connected due to workplace culture or fear of falling behind. - Productivity Paradox: While staying connected might seem like it enhances productivity, it often leads to increased stress and decreased effectiveness in the long run.
Employees who do not fully disconnect tend to return to work less refreshed and more prone to burnout.
The practice of constant work and connection can have several negative consequences for employees and organizations.
The problem must be addressed through three players:
- country legislation,
- company policies and
- employees controlling their own behaviour.
Legislation Supporting the Right to Disconnect
Various countries have introduced laws to protect employees’ right to disconnect.
Here are some notable examples:
- France: In 2017, France implemented a law that requires companies with more than 50 employees to negotiate terms that allow employees to disconnect from digital work tools.
This legislation was part of a broader labour reform aimed at improving work-life balance and reducing work-related stress. - Portugal: In 2021, Portugal passed legislation that prohibits employers from contacting employees outside of regular working hours except in emergencies.
This law is part of a larger effort to adapt labour regulations to the digital age. - Ireland: In April 2021, Ireland introduced a code of practice on the right to disconnect.
While not legally binding, it provides guidelines for employers and employees on how to manage work-life balance effectively. - Slovenia: In 2021, Slovenia amended its Employment Relationships Act to include provisions that protect employees’ right to disconnect during rest periods, annual leave, and other times of leave.
This legislation aims to support a healthier work-life balance and reduce the risk of burnout.
Company Policies on the Right to Disconnect
While legislation provides a framework, company policies play a critical role in enforcing and promoting the right to disconnect.
Here are some effective strategies companies can adopt:
- Clear Communication Policies: Companies should develop and communicate clear policies outlining the right to disconnect.
These policies should specify that employees are not required to respond to work communications outside of working hours. - Promote a Culture of Disconnection: Employers should foster a workplace culture that values and respects employees’ personal time.
Recognize employees who fully disconnect during their leave and return to work more refreshed and productive. - Encourage Planning: Encourage employees to plan their workload and delegate tasks before going on leave.
Proper planning can help reduce the need to stay connected during vacation. - Role Modelling by Leadership: Leadership should model the desired behaviour by fully disconnecting during their own annual leave.
This sets a strong example for the rest of the organization. - Encouraging Use of Leave: Actively encourage employees to take their full annual leave entitlement and respect their time off.
Highlight the benefits of taking time off for personal well-being and professional productivity. - Training and Awareness: Provide training sessions for employees and managers on the importance of disconnecting.
This can include workshops on time management, stress reduction, and the benefits of work-life balance. - Utilize Technology: Implement an HRM solution (Like FledgeWorks) where you can make all the policies visible for employees, publish important announcements and where everybody can always see who is on leave, so they don’t call and e-mail them for that time and where is clearly stated who is the replacement for the time being.
Employee Self-Responsibility and Discipline
While legislation and company policies play a critical role in establishing the right to disconnect, employee discipline and self-responsibility are equally important.
The success of disconnecting from work relies heavily on the employees’ ability to adhere to these boundaries and resist the urge to engage in work-related tasks outside of their designated working hours.
Here are a few strategies employees can use to cultivate discipline and self-responsibility:
- Setting Boundaries: Employees should establish clear personal boundaries regarding work and communicate these boundaries to their colleagues and supervisors.
This can include setting specific times when they will not check emails or take work-related calls. - Developing Healthy Habits: Building habits such as turning off work notifications, not checking e-mail after working hours, and also not answering business calls after working hours or when on leave.
They must be aware that every action is their choice to do or not to do. - Mindfulness and Stress Management: Practicing mindfulness techniques, such as meditation or deep-breathing exercises, can help employees manage stress and resist the compulsion to stay connected to work.
- Using Technology Wisely: Leveraging technology, such as setting up automatic replies, disabling notifications or using apps that limit screen time, can assist employees in disconnecting from work during non-working hours.
- Prioritizing Personal Time: Employees should prioritize their personal time and activities that bring them joy and relaxation.
Engaging in hobbies, spending time with loved ones, and pursuing personal interests can reinforce the importance of disconnecting from work.
Conclusion
The right to disconnect on annual leave is essential for preserving employee well-being in the modern workplace.
By establishing clear boundaries and encouraging regular breaks, organizations can foster a healthier, more productive, and more satisfied workforce.
As we continue to navigate the challenges of a connected world, prioritizing employee mental and physical health will be key to sustainable success.
Some countries already made legislative steps in this direction to protect their workers in the digital age.
However, the onus also falls on employees to exercise self-discipline and take responsibility for their own well-being by adhering to these boundaries and fully utilizing their annual leave.
If you would like to know more about FledgeWorks HR software, feel free to contact us or book a demo.
