In a world where work increasingly invades personal life, the question of whether we need a Right to Disconnect policy in India has never been more urgent. A recent survey conducted by Censuswide, in collaboration with Indeed, highlights startling statistics: 88% of Indian employees regularly receive work-related calls outside of office hours, and 85% are even contacted during sick leave or public holidays. These numbers indicate a growing problem with work-life boundaries. It is a problem that both employees and employers are struggling to navigate.
Workplace inclusivity is not just about hiring—It is about retaining talent
When we discuss inclusivity, the conversation often revolves around creating equitable hiring practices and ensuring diversity in the workplace. However, inclusivity must extend beyond recruitment. It must involve creating a sustainable, supportive work environment that prioritises the well-being of employees. A Right to Disconnect policy, which allows employees to disconnect from work outside of office hours, can be instrumental. It can help retain top talent, particularly in a country like India, where work-life boundaries are increasingly blurred.
According to the survey, 81% of Indian employers worry about losing top talent if they fail to respect work-life boundaries. It suggests that employers understand the risks of a toxic work culture. However, they often feel compelled to contact employees after hours due to project deadlines, stakeholder communication, or urgent tasks. Unfortunately, this creates an environment where employees feel they cannot entirely disconnect. The consequences of this constant connectivity are far-reaching.
Toxic work culture and the growing pressure on employees
The pressure to always be available is contributing to a growing toxic work culture. The data reveals that 79% of employees fear that not responding to work-related communication after hours could lead to missed promotions. It can also lead to damaged reputations or setbacks in their projects. This fear reflects a more profound issue within organisational cultures. Employees feel they must always be accessible to remain competitive or valued.
The lack of a clear Right to Disconnect policy creates a climate where employees—particularly those in marginalised groups such as women, people with disabilities, and minority communities—are more vulnerable to stress, burnout, and job insecurity. For many, this constant pressure leads to self-censorship. That is because 78% of women say they have “self-shielded” by staying quiet and not raising concerns for fear of repercussions.
It raises an important question: What is the actual cost of productivity when employees sacrifice their mental and emotional well-being? Despite having policies on paper, organisations are not doing enough to create a work culture where employees can feel safe to voice their concerns about unreasonable expectations.
Emotional and mental safety: An overlooked aspect of workplace inclusivity
When we talk about workplace safety, we often think about physical safety. However, we forget that emotional and mental safety are equally critical. The right to disconnect from work is an essential part of protecting employees’ mental and emotional health. Without it, employees are left vulnerable to stress, anxiety, and burnout. These are not just individual issues—they impact overall organisational productivity, morale, and loyalty.
With 66% of employers worried about reduced productivity without after-hours contact, it is clear that businesses still have significant concerns about balancing employee well-being with business needs. However, organisations must realise that employee burnout is far more damaging in the long run than missed after-hours communication.
Countries like Australia and Singapore have already implemented or are considering policies around the Right to Disconnect. 90% of respondents in Australia and 93% in Singapore report that they work beyond office hours. However, 86% and 80% of them say that they have the right to disconnect after office hours. Yet, their employers are far less concerned about a drop in productivity compared to Indian employers. It suggests greater confidence in balancing productivity with set work boundaries.
What use are policies if they are not backed by action?
The survey’s findings also highlight a generational divide. While 88% of Baby Boomers still feel valued when contacted after hours, 63% of Gen Z respondents stated they would consider leaving their jobs if the Right to Disconnect is not respected. It indicates a shift in workplace expectations. The younger generations demand a healthier work-life balance and greater respect for personal time.
Yet, despite knowing the risks of overburdening employees, many organisations in India continue to ignore the Right to Disconnect. The lack of enforcement or assurance that employees can take a stand without risking their jobs further exacerbates the problem. Employees feel they have no choice but to comply with after-hours demands. They fear that raising their voice could lead to job loss, missed opportunities, or being sidelined in future promotions.
It is time for companies to go beyond lip service. Policies alone are not enough. Organisations need to foster a culture that respects boundaries. They should actively encourage employees to speak up without fear of losing their jobs. Employees must feel assured that their well-being comes first. It can only happen if there is a clear, enforceable Right to Disconnect policy in place.
Is it time for a work culture reboot?
The data from this survey raises a critical question for both employees and employers: is it time for a Right to Disconnect policy in India? With 79% of employers supporting its implementation, it seems the will is there. The real challenge lies in balancing the urgency of business needs with the well-being of employees.
A healthy workplace is not just about productivity. Instead, it is about inclusivity, safety, and long-term sustainability. Employers who genuinely respect their employees’ right to disconnect will likely gain stronger loyalty and higher productivity during office hours. Ultimately, they will be able to retain top talent.
The Right to Disconnect policy is more than just a policy. It is a statement about valuing human well-being over short-term gains. Indian organisations must take this step and start building a healthier, more inclusive work culture. Let the employees thrive, both professionally and personally.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
