With remote and hybrid working now firmly established, more people are asking an important question: do employees have the right to switch off from work outside their contracted hours?
This idea, known as the “Right to Disconnect”, is gaining attention worldwide as a way to tackle burnout, protect wellbeing, and stop the “always on” culture created by constant emails, calls, and instant messages.
In this guide, we’ll explain what the right to disconnect means; how other countries are already enforcing it; what the law currently says in the UK; and what rights you already have if you’re being pressured to stay available 24/7.
What is the Right to Disconnect?
The Right to Disconnect is the idea that workers should not be expected to engage with work-related calls, emails, or messages outside of their normal working hours. It’s designed to protect work-life balance, reduce stress, and ensure rest periods are respected.
Key principles
- Employees have the right to “switch off” once their working day ends.
- Employers should not penalise staff for ignoring out-of-hours communications.
- Clear policies help define when staff are expected to be available.
Why it matters
Modern technology makes it easy for work to spill into personal time, especially with smartphones, instant messaging, and remote access to systems. Without limits, this can lead to:
- Longer working hours.
- Burnout and fatigue.
- Blurred boundaries between work and home life.
In short: the right to disconnect is about drawing a line between professional and personal time — something that’s becoming more important as flexible and hybrid work continue to grow.
The Current Position in the UK
As of 2026, the UK does not have a formal Right to Disconnect written into law. However, workers are not without protections. Several existing laws and rules already set boundaries around working hours.
Working Time Regulations 1998
- Limit the average working week to 48 hours, unless you’ve signed an opt-out.
- Guarantee 11 consecutive hours of rest in every 24-hour period.
- Require at least one day off each week and rest breaks during the working day.
Health and Safety at Work Act 1974
- Employers have a duty of care to protect your health and wellbeing.
- Excessive demands to stay connected out of hours could breach this duty if they cause stress or burnout.
Employment contracts
- Your contract sets out your normal working hours and any on-call expectations.
- Employers cannot demand constant availability unless this is clearly agreed.
Key point: While the UK has no specific “right to disconnect” law, workers already have strong rights around working time, rest, and wellbeing.
Why the Right to Disconnect Matters
The idea of switching off may sound simple, but in practice many workers struggle to do so. Smartphones, instant messaging apps, and hybrid working have blurred the line between professional and personal life.
Impact on wellbeing
- Being “always on” increases stress and the risk of burnout.
- Lack of rest can harm both physical and mental health.
- Employees often feel guilty or pressured if they don’t respond outside normal hours.
Impact on fairness
- Workers with caring responsibilities (often women) are more likely to be disadvantaged by an expectation to always be available.
- Remote workers may feel they need to “prove” their productivity by answering messages at all times.
Impact on productivity
- Studies show that constant connectivity reduces focus and performance during actual working hours.
- Ensuring employees have time to recharge leads to better engagement and efficiency.
Key takeaway: The Right to Disconnect isn’t just about personal time — it’s about creating healthier, fairer, and more productive workplaces.
Are Employers Ready?
In the UK, some employers are already taking steps to address the “always on” culture — even without a legal right to disconnect. But readiness varies widely between industries and organisations.
What progressive employers are doing
- Introducing policies that discourage out-of-hours emails or calls.
- Using tools like delayed send or “quiet hours” in Microsoft Teams or Slack.
- Training managers to respect boundaries and lead by example.
Where gaps remain
- Many companies still expect workers to respond at all times, especially in fast-paced or client-driven sectors.
- Hybrid workers may face proximity bias, with managers assuming that those who are offline are less committed.
- Without clear rules, employees may feel pressured to be available, even if not explicitly asked.
Why readiness matters
- Employers who don’t address disconnect issues risk higher staff turnover, poor wellbeing, and potential tribunal claims under working time or health and safety law.
- Proactive policies show commitment to employee wellbeing and can strengthen employer reputation.
Key point: While some employers are adapting, many aren’t yet ready — which is why employees need to know their rights.
Your Rights as an Employee in 2026
Even though the UK doesn’t yet have a formal Right to Disconnect law, you still have important protections.
Working hours
- You cannot be forced to work more than 48 hours per week on average (unless you’ve opted out).
- Generally, you are entitled to rest breaks during shifts, 11 hours’ rest in every 24-hour period, and at least one full day off each week.
Contractual protections
- Your contract sets out your normal hours and any on-call requirements.
- Employers cannot expect constant availability unless this is clearly stated and agreed.
Protection from penalties
- You should not be penalised (e.g., with poor performance reviews, reduced hours, or exclusion from opportunities) for not responding to out-of-hours communications.
- If you are, it may be a breach of contract, an unfair dismissal risk, or even indirect discrimination if it disadvantages certain groups (e.g., parents, carers, disabled workers).
Health and wellbeing
- Employers must take reasonable steps to protect you from stress and overwork.
- If being pressured to always be available is harming your wellbeing, it could breach their duty of care.
Key takeaway: You may not have a legal “off switch” yet — but the law still protects your time, your health, and your right not to be constantly on call.
How to Protect Yourself if Your Employer Expects 24/7 Availability
If your employer regularly contacts you outside working hours or expects constant availability, there are practical steps you can take.
1. Check your contract
- Look at your stated working hours and any on-call requirements.
- If out-of-hours work isn’t mentioned, your employer may be breaching your contract by demanding it.
2. Keep records
- Save messages, emails, or call logs that show when you were contacted and for what reason.
- Note if you were pressured or penalised for not responding.
3. Raise the issue informally
- Speak to your line manager or HR about the impact on your wellbeing and personal life.
- Suggest solutions, such as clearer boundaries or using delayed send tools.
4. Submit a grievance
- If informal discussions don’t help, use your employer’s formal grievance procedure to raise a formal grievance.
- This creates a written record of your concerns.
5. Seek external support
- Contact ACAS for free advice and possibly Early Conciliation if you intend on bringing an Employment Tribunal claim.
- Get guidance from Citizens Advice, trade unions, or legal support platforms like Valla.
6. Consider a tribunal claim
- If your employer’s behaviour breaches working time, health & safety, or discrimination law, you may have a Tribunal claim.
- Remember the time limit: usually 3 months less one day from the date of the last incident.
Tip: Acting early makes it easier to resolve the issue and strengthens your position if you need to escalate the situation.
What's Next for the UK?
The debate around the Right to Disconnect is growing louder in the UK. While no law exists yet, pressure is building from unions, campaigners, and employees for stronger protections.
Political discussions
- Trade unions and the TUC have called for the UK to adopt a formal Right to Disconnect, similar to France and Ireland.
- Some political parties have proposed reviews of working time law in light of remote and hybrid work.
Employer trends
- More companies are introducing internal disconnect policies voluntarily, often as part of wellbeing or hybrid working strategies.
- Tech-driven solutions, like automatic “quiet hours,” are becoming more common.
Possible future changes
- The UK may eventually follow the EU model, requiring employers to formally protect workers’ ability to switch off.
- Even without new laws, tribunal cases in 2026 could help set clearer expectations about how existing working time and health and safety laws apply.
Key takeaway: The Right to Disconnect isn’t law in the UK yet — but the conversation is moving fast, and employers are being encouraged to prepare.
Key Takeaways
- The Right to Disconnect is the principle that workers should not be expected to answer emails, calls, or messages outside their normal hours.
- UK workers are still protected under Working Time Regulations, health and safety law, and their employment contracts.
- Employers cannot lawfully force you to work beyond your contracted hours unless agreed, and they must protect your wellbeing.
- Being penalised for not responding outside hours could amount to a breach of contract, unfair dismissal, or even discrimination.
- If you’re pressured to always be available, keep records, raise the issue, and seek support from ACAS, Citizens Advice, or Valla.
- Momentum is building for a formal Right to Disconnect in the UK — but for now, workers need to rely on existing laws.
Bottom line: You may not have a legal “off switch” yet, but you do have rights — and employers should respect your time and wellbeing.
Conclusion
The Right to Disconnect is already law in parts of Europe and beyond, and pressure is mounting for the UK to follow suit. While no specific law exists here yet, you are not without protections — working time limits, rest breaks, and employer duties around health and safety all help to guard against the “always on” culture.
Employers who fail to respect boundaries risk not only harming wellbeing but also breaking the law. As awareness grows, both employees and employers should prepare for clearer rules around the right to disconnect in the near future.
At Valla, we make it easier for workers to understand and enforce their rights — whether that’s around working hours, discrimination, or workplace wellbeing. Our platform gives you:
- Letter templates to raise issues with your employer.
- Step-by-step guides on grievances and tribunals.
- Coaching support to help you build your case.
If you are unsure about your situation, getting clarity early can help you avoid unnecessary stress and make informed choices about your next move.