The right to disconnect: a reality for everyone?

The right to disconnect is more than ever a hot topic in today's working world, especially with the rise of telecommuting and our tendency to be constantly connected. And even if this right aims above all to protect employees'work-life balance, putting it into practice remains complex, since not everyone has the same desires, the same constraints... So how do we get everyone to agree?

The right to disconnect: what the Labour Code says

The French Labor Code is clear: every employee has the right to disconnect outside working hours. In practical terms, this means not being obliged to respond to e-mails, calls or professional messages after office hours, whether on weekdays, weekends or vacations. This right is part of a legal framework designed to protect well-being at work and ensure a healthy work-life balance for all employees.

The French Labor Code not only defines this right, it also imposes obligations on employers to ensure that it is respected. For example, companies must put in place concrete measures to prevent employees from being solicited outside their working hours. But how exactly?

The challenges of implementing the right to disconnect

Applying the right to disconnect is not always easy. According to Ophélie Glachet, our Wellness Manager, there are three main reasons for this:

1. Perfectionism: for some, disconnecting can lead to stress. Perfectionists, who like to keep control of every detail, often find it difficult to let go and detach themselves completely from work.
2. Corporate culture: in some companies, responding quickly is seen as a sign of commitment and performance. This social pressure can dissuade employees from really disconnecting, for fear of reprisals or judgment.
3. Convenience: the temptation to stay connected is strong due to the ease of access to work emails on smartphones and constant notifications. We sometimes have the impression that missing a message or a request will put us in trouble, when this is generally not the case.

Some professions are even more affected by this phenomenon. Executives are particularly concerned: 76% of them use new technologies for professional purposes during their personal time(Ugit-CGT-Secafi barometer, 2020). These professions are often the most likely to mix their professional and personal lives, making disconnection even more difficult.

The key role of employers and managers

Employers have a key role to play. To help put this into practice, many companies are creating a charter on the right to disconnect. This document is by no means compulsory, but it does help to define the rules and guarantee everyone's well-being at work. Because, yes, hyperconnection can really damage our mental health and even lead to burnout. That's why many employers are introducing initiatives to avoid such situations, such as flexible working hours and training courses on time management and well-being at work. Managerial practices must also encourage a healthy separation between work and personal life, while respecting the right to privacy.

A few tips for better disconnection

• Schedule your emails to be sent in the morning rather than late at night. Your colleagues will thank you!
• Encourage everyone to turn off notifications when the working day is over.
• Create a corporate culture that values disconnection and respects everyone's right to privacy.

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In a nutshell

The right to disconnect is an essential component of labor legislation, aimed at maintaining a healthy work-life balance for all. But its application depends on each company and each individual. Employers must play their part in creating a respectful and caring working environment, helping to prevent burnout and ensure well-being at work.

At Moha, we can help you implement best practices within your company, by helping you draw up your disconnection charter for example, or by helping you identify your areas for improvement. Shall we talk?