A Private Member’s Bill proposing the Right to Disconnect Bill 2025 was introduced in the Lok Sabha, sparking significant debate on employee rights in the digital age.

What is the Right to Disconnect?

• The Right to Disconnect refers to the legal right of employees to disconnect from work-related communications
• Basis in Human Rights: This right is based on Article 24 of the Universal Declaration of Human Rights (UDHR), which states: “Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay.”

Need for the Right to Disconnect

• Workload and Stress: The pervasiveness of remote work and constant digital connectivity creates unrelenting pressure for employee availability, contributing to heightened stress, burnout, and exhaustion.
• Work-Life Balance: Technological ubiquity has eroded the traditional demarcation between professional and personal spheres, as mobile devices and communication platforms blur temporal and spatial boundaries.
• Mental Health Concerns: Continuous connectivity and persistent work demands have been causally linked to elevated rates of anxiety, clinical depression, and severe stress-related conditions.
• Impact on Productivity: Empirical research demonstrates that chronic overwork combined with insufficient recovery time diminishes cognitive function, decision-making capacity, and organizational performance.

About the Right to Disconnect Bill, 2025

• Purpose: The Bill aims to mitigate occupational stress and restore equilibrium between professional and personal domains by establishing statutory protections, ensuring employees can disconnect from work communications outside designated work hours.

Key Provisions of the Bill

• Right to Disconnect:
  • Right to Refuse: The Bill establishes a statutory right for employees to decline and remain disconnected from occupational communications during non-working hours without facing consequences.
  • No Penalty for Disconnecting: Employers are explicitly prohibited from retaliating, sanctioning, or penalizing employees who exercise their right to disconnect and abstain from work-related engagements beyond prescribed working hours.
• Employees’ Welfare Authority:
  • The Bill proposes setting up an Employees’ Welfare Authority tasked with managing employees’ right to disconnect, ensuring that the law is enforced, and offering guidance on how work hours should be regulated.
  • This Authority will also conduct baseline studies to collect data on how frequently employees are using communication tools outside of work hours.
• Overtime Compensation: Employees mandated to engage in work-related activities beyond standard working hours shall receive enhanced compensation at rates established by statute or collective bargaining.
• Consultation: Organizations employing more than 10 workers must formally engage with workforce representatives and unions to collaboratively establish provisions for managing work-hour regulations and overtime compensation.
• Work-Life Balance Initiatives:
  • The Bill also calls for the establishment of digital detox centers and counseling services to help employees manage work-life balance better.
  • Companies will be encouraged to invest in employee welfare programs that promote mental health and stress management.
• Penalties for Non-Compliance: Enterprises demonstrating non-adherence to statutory requirements face financial sanctions calculated as a monetary charge equivalent to 1% of total employee wages, reinforcing enforcement and organizational compliance.

Impact of the Bill on Work Culture

• Shift in Power Dynamics: The Bill recalibrates workplace power relationships by empowering employees with greater agency over temporal boundaries, transforming the traditional employer-employee dynamic through legal protections.
• Cultural Transformation: The Bill fundamentally challenges the pervasive “always-on” occupational culture by establishing norms that prioritize output quality and substantive contribution over temporal presence and continuous connectivity.
• Breaking the Burnout Culture: The Bill catalyzes a paradigm shift in high-pressure sectors including technology, financial services, and professional consulting by institutionalizing protections against perpetual work engagement and occupational exhaustion.

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Private Member’s Bill (PMB)

• A Private Member’s Bill (PMB) is a proposal introduced in the legislature by a Member of Parliament (MP) who does not hold a ministerial position. 
  • PMBs are not explicitly mentioned in the Constitution
• Notice: Any Member, other than a Minister desirous of introducing a Bill is required to give a notice of his or her intention to move a motion to introduce a Bill. 
• In the Indian parliamentary system, MPs who are not part of the ruling government are considered private members.
• Scope: A Private Member can introduce bills related to Constitutional Amendments, but cannot initiate a Money Bill.
• Challenges: Since Independence, only 14 PMBs have been passed and received Presidential assent. No PMB has passed both Houses since 1970.

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