The right to switch off: a new era for work-life balance in the UK?

The Right to Switch Off: A New Era for Work-Life Balance in the UK?

The boundaries between work and personal life are often blurred, increasing the likelihood of stress and burnout. Recognising this issue, the Labour Party has proposed a “Right to Switch Off” as part of their broader “Plan to Make Work Pay.” This initiative aims to protect workers from the expectation that we see of being constantly available, sometimes outside of their contracted hours, marking a significant step towards better work-life balance in the UK.

What is the Right to Switch Off?

The Right to Switch Off allows employees to disconnect from work-related communications—such as emails, calls, or messages—outside their official working hours. This right is designed to help workers fully disengage from work during their personal time, ensuring they have the opportunity to rest and recharge without the pressure of job-related interruptions.

Labour’s proposal draws inspiration from successful models in Ireland and Belgium, where similar rights are already in place. While the exact details of the UK policy are still being refined, it is expected that employers will be encouraged to develop policies that protect employees’ right to disconnect. Unlike more stringent laws in France or Portugal, where violations can lead to fines, Labour’s approach currently leans more towards advisory guidelines rather than strict enforcement.

The Effect of the Right to Switch Off

It is unlikely that employers who repeatedly breach an out-of-hours policy will be taken to the Employment Tribunal solely on the basis of this breach, seeing as it is intended to be advisory at this stage. However, employees may be able to rely on such a breach as an aggravating factor in a wider claim, which may result in increased compensation and increased chances of a successful claim against their employer. This is, of course, dependent on circumstances.

It is expected that ACAS will be the body responsible for issuing the guidance regarding the Right to Switch Off, with potential consequences for breaching this guidance mirroring those of other existing ACAS guidelines. For instance, just as breaches of disciplinary procedures can lead to a 25% increase in compensation awards, similar penalties may apply for non-compliance with the Right to Switch Off guidance.

The Current Landscape: Working Time Regulations

To understand the potential impact of the Right to Switch Off, it’s essential to consider it alongside existing protections under the UK’s Working Time Regulations. These regulations set out the legal framework for working hours, breaks, and holiday entitlements, aiming to safeguard workers’ health and well-being.

Working Hours and Breaks:

Under the Working Time Regulations:

• Working Week: The standard working week for a full-time employee is capped at 48 hours on average, calculated over a 17-week period. Employees can opt out of this limit if they choose but this is not compulsory, and they can withdraw their opt-out too.
• Rest Breaks: Employees are entitled to a minimum of a 20-minute rest break if they work more than 6 hours a day. This break is intended to be taken during working hours, rather than at the beginning or end of a shift.
• Daily Rest: Workers must have at least 11 consecutive hours of rest in any 24-hour period, usually thought of as being in between shifts, of course.
• Weekly Rest: Employees are entitled to a minimum of 24 hours of uninterrupted rest per week, or 48 hours per fortnight.

Holiday Entitlements:

Regarding holidays:

• Annual Leave: Workers are entitled to 5.6 weeks of paid annual leave, which amounts to 28 days for a full-time worker. This can include public holidays, which are usually taken on the relevant bank holiday.
• Carry Over: Holiday entitlement can be carried over to the next leave year if approved by the employer, but employers should encourage and make it possible for employees to use their holiday entitlement in the relevant year. Special rules apply for those unable to take leave due to sickness, maternity or other specific circumstances.

How the Right to Switch Off Complements Existing Regulations

The Right to Switch Off would build upon these existing entitlements, offering further protection by way of guidance, by ensuring that workers are not expected to be available during their rest periods or holidays (presumably with the exception of on-call scenarios for certain industries and professions). This would help prevent the erosion of the work-life balance that the Working Time Regulations are designed to protect.

For example, while the Working Time Regulations guarantee breaks and rest periods, the Right to Switch Off would reinforce these by discouraging out-of-hours communication that can disrupt these periods of rest. Moreover, during annual leave, employees would be empowered to fully disconnect without the fear of being penalized for not responding to work-related inquiries.

The Way Forward

As Labour continues to develop this policy, its success will depend on how well it complements existing legal frameworks, like the Working Time Regulations. We also believe that while the Right to Switch Off is a step in the right direction, its effectiveness will hinge on employer compliance and the wider cultural shift towards valuing personal time as much as productivity.

Incorporating the Right to Switch Off into workplace policies could lead to a more balanced and healthy approach to work, benefiting both employees and employers and it is something we could and should already encourage in the workplace. As this proposal moves forward, it will be essential for businesses and policymakers alike to ensure that it is implemented in a way that genuinely enhances the well-being of workers across the UK so being ahead of the curve could be beneficial to businesses.

If you are considering implementing such policy or wondering how this new proposal will impact your business, please do not hesitate to contact our team of experts on 020 7940 4060 or email us at mail@anthonygold.co.uk.