Kerala has proposed the “Right to Disconnect” Bill, 2025. “Right to Disconnect” bill aims to protect private sector employees from the pressure of being available for work at all times. If enacted, the law would allow employees to disregard work calls, emails, or messages outside of their regular working hours without facing any penalties.
The bill also suggests setting up grievance panels in every district to address violations of after-hours expectations.
What the Bill Seeks to Protect
- Boundary between work and life: Employees wouldn’t be punished for disconnecting after office hours.
- Legal recourse: Grievance committees would investigate complaints where management pressures employees outside work hours.
- Mental health & dignity: The move is widely seen as a response to rising stress, burnout, and mental health risks associated with “always-on” work culture.
In fact, a Kerala IT employee welfare forum (Prathidhwani) welcomed this bill, especially after the tragic death of an EY employee (Anna Sebastian Perayil), which renewed debates around work stress and burnout.
The Cold War Risk: Will Managers Punish Silence?
One major worry employees have raised is if I don’t answer a manager’s call after hours, they might not say anything but there could be subtle fallout, cold treatment, exclusion from projects, or less favoritism. The bill alone doesn’t guarantee perfect protection from these workplace dynamics.
That’s where the grievance committees and legal protections become key. If the statute is well-enforced, employees can push back against retaliation. The law aims to make ignoring after-hours messages legal, rather than punishable.
Also, having legal backing might deter aggressive managers, because they risk official complaint. Enforcement will shape whether it’s symbolic or effective.
Practical Benefits If Enforced Properly
- Shield against overreach: Managers can’t demand responses around the clock and use that to pressure employees.
- Better work-life balance: Employees get psychological safety to rest and recharge.
- Stronger legal backing: People have recourse rather than being stuck with silent penalty in behavior or perks.
- Setting precedent: If Kerala succeeds, other states may follow, raising the bar across India.
The Real Test: Implementation, Culture & Enforcement
Laws are only as good as their enforcement. Kerala will need to ensure that grievance panels work, complaints are addressed, and retaliation is penalized. There must also be awareness campaigns and training so managers understand acceptable boundaries.
Also, culture matters. Even with law, workplace norms may lag. Teams and leaders will need to respect boundaries, job design, planning, and expectations must adjust for it to work.
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