France has introduced a "right to disconnect" as part of a package of employment law reforms, in response to the “always-on” work culture developing from technology rendering staff “permanently connected". Organisations with more than 50 workers will have to negotiate an agreement, or failing that, publish a charter, dealing with what can be expected of workers out of hours. Would this be right for the UK too?
In a post on our sister blog, hr law live, HR law expert Andrew Secker looks at the benefits and drawbacks of such a policy. Would workers' own choices be undermined, reducing their flexibility to work where and when suits them best? How would it fit in with international travel schedules?
He concludes that finding the right balance for a particular organisation, and managing expectations is the answer. Read more here.