Kerala Introduces India’s First Right to Disconnect Legislation: All You Need to Know

Posted by Written by Archana Rao Reading Time: 3 minutes

Economies across the world are reassessing how to safeguard employee well-being. Kerala’s Right to Disconnect Bill, 2025, is a pivotal policy development to formally recognize an employee’s right to disconnect from work-related communication outside designated working hours. If enacted, Kerala would become the first Indian state to legislate such a right, aligning with practices already adopted in several European economies.

In response to rising concerns over constant digital connectivity and its impact on employee well-being, the Kerala state government has introduced the Right to Disconnect Bill, 2025 (“the Bill”). This private member’s proposal, introduced in the state assembly as a private member’s bill, seeks to formally grant private-sector employees the right to disengage from work-related communication outside designated working hours.

By positioning digital disengagement as a component of labor welfare and occupational health, the bill represents a major milestone in India’s employment law framework.

The bill aims to address the rising incidence of burnout and the “always-on” culture intensified by remote and hybrid work environments. The proposed legislation seeks to create statutory boundaries that allow employees to disengage after work without fear of retaliation or adverse performance consequences.

Core provisions of the right to disconnect bill

Defining the right to disconnect

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The proposed law affirms that employees may decline to respond to work-related messages, whether through email, phone calls, texts, or video conferencing, outside prescribed working hours, unless they have explicitly agreed to perform duties beyond those hours. It also draws support from Article 24 of the Universal Declaration of Human Rights, emphasizing rest and leisure as essential human rights.

Protection against retaliation

Employees exercising this right are shielded from adverse consequences or drastic disciplinary measures. This means employers cannot penalize employees, through demotion, dismissal, reduced benefits, or lost opportunities, for exercising their right to disconnect.

ALSO READ: India Overtime Regulations: What Employers and Employees Must Know

District-level grievance redressal framework

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The bill introduces a dedicated district-level committee responsible for monitoring private-sector working conditions and ensuring compliance with employment standards in the state. The Committee, comprising the Regional Joint Labour Commissioner as Chairperson, the District Labour Officer as Secretary, and the Deputy Labour Commissioner as Member, will operate with a five-year tenure.

Scope and supervisory powers

The proposed committee will oversee adherence to working-hour regulations, investigate complaints related to excessive working hours, and examine workforce-related cost-cutting measures. It will also issue guidance on employment terms, mandate compensation for work performed beyond contractual hours, and supervise the creation of Employee Welfare Committees in establishments employing 10 or more workers. Additionally, the Committee will review intrusive monitoring practices such as CCTV, biometric systems, or swipe-based tracking, and recommend measures aimed at reducing workplace stress and supporting better work-life balance.

The bill draws legitimacy from India’s constitutional principles and labor jurisprudence:

  • Article 21 – Right to Life and Dignity: Courts have held that dignity includes the ability to rest and maintain personal autonomy.
  • Directive Principles (Articles 38, 39, 43): The bill supports the state’s responsibility to ensure humane working conditions and employee welfare.
  • Existing labor laws: While current legislation regulates physical work hours, it does not address digital overreach. The bill fills this regulatory gap by recognizing after-hours connectivity as an extension of labor.

Global benchmarking

Several countries have adopted legal provisions around the right to disconnect.

  1. France (2016): Statutory right to disconnect; employees may ignore after-hours communication.
  2. Australia (2024): Employees may refuse unreasonable after-hours contact; tests consider urgency, job role, frequency, and personal circumstances.
  3. Belgium (2018, expanded 2022): Requires employers with 20+ employees to implement right-to-disconnect policies.
  4. Ireland: Adopted a non-binding Code of Practice encouraging reasonable communication norms.

Kerala’s initiative places India in line with emerging global trends and sets a precedent that could influence future national-level policy development.

Implications for businesses and workforce

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If enacted, the bill may drive significant workplace changes such as the following:

  • Ensure improved work-life balance for employees through clear boundaries between work and personal time.
  • Structured digital communication policies help organizations manage expectations around after-hours contact.
  • Enhanced employee well-being and productivity, supporting mental health and reducing burnout.
  • Greater employer accountability, with oversight mechanisms promoting fair labor practices.
  • Support for gender inclusion, benefiting employees who manage dual responsibilities at home and work.

Challenges and considerations

Implementation may require sector-specific flexibility, especially in industries where after-hours availability is operationally essential (for example, healthcare and emergency services). 

The bill is expected to influence corporate governance standards. Many organizations may voluntarily introduce internal disconnect policies or wellness frameworks aligned with the bill’s principles.

Also Read: India Notifies All Four Labor Codes, Ushering in Landmark Workforce Reforms

Conclusion

The Kerala Right to Disconnect Bill, 2025, represents a forward-looking approach to managing work in a digitally connected era. It reinforces constitutional ideals of dignity, rest, and humane working conditions while encouraging organizations to redefine boundaries in a modern workplace. Whether or not it becomes law, the bill sets the stage for a national conversation on balancing technological enablement with employee well-being—a conversation increasingly relevant for India’s evolving labor landscape.

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