Explained: What the Right to Disconnect Bill means for employees and employers

A private member’s bill that seeks to give employees the right to ignore work-related phone calls, emails and messages outside office hours was introduced in the Lok Sabha on Friday.

The proposal, brought by NCP MP Supriya Sule, arrives at a time when concerns about long working hours and the expectation of constant availability have become common themes in discussions about India’s workplace culture.

Private members—MPs who are not part of the Union Council of Ministers—are allowed to introduce bills on issues they believe require government action.

While they often trigger debate, very few become law; most are either withdrawn after the government gives its response or do not progress further. The Right to Disconnect Bill now enters this process.

What the bill aims to achieve

The Right to Disconnect Bill, 2025 seeks to define clear limits on an employee’s obligations once the working day ends. Its central idea is that workers should not be compelled to respond to official communication outside designated hours or on holidays.

According to the bill, the rise of digital tools has reshaped workplace expectations, making after-hours calls and messages a routine feature of many jobs.

The proposal argues that this constant availability has blurred the boundary between professional and personal time, and needs a formal correction.

To support this, the bill proposes the creation of an Employees’ Welfare Authority, which would frame guidelines, advise organisations, and help uphold the right to disconnect.

Supriya Sule said in a video message that the intention behind the legislation is to promote “a better quality of life and a healthier work-life balance by reducing burnout caused by today’s digital culture.”

The bill also states that if an employee does carry out work beyond official hours, such labour should be compensated through standard overtime wages.

It further outlines possible penalties for employers who continue to expect availability after hours, including a suggested sanction calculated as a percentage of the organisation’s employee remuneration.

The draft also mentions awareness measures and support services, such as counselling programmes and digital detox initiatives, intended to help workers manage technology use more consciously.

How quickly can it become a law?

Because this is a private member’s bill, the path ahead is uncertain. In India’s parliamentary history, only a handful of such bills have been passed.

Most end with debate and withdrawal once the government explains its position.

The bill will now await discussion and the government’s response, which usually determines whether it proceeds.

Why work-life boundaries are under debate

India’s conversation on working hours has intensified over the past year. After Australia enacted its own “Right to Disconnect” rules, global attention turned to questions of excessive hours and burnout.

In India, the death of a Pune-based EY employee and recent public comments by business leaders—including separate calls by Narayana Murthy and L&T’s SN Subrahmanyan for extremely long workweeks—added further momentum to the debate.

A survey conducted last year by global job platform Indeed showed the scale of the issue. It found that employees across sectors routinely receive work communication outside office hours; many also reported being contacted during sick leave or holidays.

A large number said they felt compelled to respond because they feared delaying work or affecting future career opportunities.

Employers, meanwhile, acknowledged that workplace expectations have shifted, and many expressed concern that ignoring work-life balance needs could lead to the loss of skilled workers.

The survey also showed differing opinions across generations, with younger workers more likely to set strict boundaries and more willing to leave organisations that do not respect them.

(With inputs from agencies)