Right to Disconnect Bill 2026

Average weekly working hours (ILO, 2024): 56.2 hours, the highest globally for Indians.
Bill Type: Private Member’s Bill introduced in Parliament (previous attempts in 2019 & 2025).
Core Provisions:
No disciplinary action, adverse performance appraisal, or denial of career opportunities for refusing after‑hours communication.
Employers must draft a Right‑to‑Disconnect policy after consulting trade unions/employee representatives.
Policy must specify:
Working hours & permissible after‑hours communication.
Emergency communication protocols.
Grievance redressal mechanisms.
Measures for digital wellness.
Global Precedents: France (2017), Belgium (2019), Portugal (2021), Australia (2022).

Rapid digitalisation and ubiquitous connectivity have blurred boundaries between work and personal life.
Telepressure – the urge to instantly respond to work messages – is linked to stress, sleep deprivation, and reduced productivity.
India’s high average working hours exacerbate mental‑health issues, prompting demand for statutory safeguards.

Work‑life balance: Institutionalising a right to disconnect can improve employee well‑being and overall productivity.
Labour law reform: Complements existing statutes like the Industrial Relations Code and the Code on Wages by addressing modern workplace challenges.
Economic impact: Healthier workforce may reduce absenteeism and healthcare costs, contributing to sustainable economic growth.
Social justice: Protects vulnerable workers, especially in the gig and IT sectors, from exploitation.

Article 21, Constitution of India – Right to life and personal liberty includes the right to health and a dignified life.
Article 19(1)(g) – Freedom to practice any profession, trade, or business; can be balanced with reasonable restrictions for employee welfare.
Industrial Relations Code, 2020 – Provides framework for collective bargaining; the Bill’s requirement of trade‑union consultation aligns with this.
International Labour Organization (ILO) Conventions – Emphasise decent work conditions, which the Bill seeks to operationalise domestically.

Implementation: Monitoring compliance across diverse sectors, especially informal and gig economies.
Enforcement: Need for a dedicated mechanism or authority to address violations.
Balancing Act: Ensuring that emergency protocols are not misused to bypass the right to disconnect.
Legislative Process: As a Private Member’s Bill, it requires cross‑party consensus and may need ministerial endorsement for effective enactment.

Prepared for UPSC aspirants – focus on factual details, constitutional linkages, and policy implications.