India’s Right to Disconnect Bill 2025: Promising Work–Life Balance or Unrealistic Reform?

In December 2025, the Indian Parliament saw the introduction of the Right to Disconnect Bill, 2025—a proposed law that aims to grant employees the legal right to “switch off” from work communications after official working hours. The bill, introduced by Supriya Sule (NCP MP), reflects growing concern about overwork, digital burnout, and the erosion of boundaries between personal and professional life in India’s increasingly connected workplaces.

 What the Bill Proposes

• The bill would entitle every employee to ignore work-related calls, emails, messages, or other communications outside their official work hours and on holidays—without fear of disciplinary action.

• It covers all modes of communication: phone calls, emails, texts, video calls, or instant messages.

• Employers who violate this rule may face a penalty: the legislation proposes a sanction amounting to 1% of the total remuneration paid to the organization’s employees.

• For employees required to work beyond official hours—for instance, in emergencies—the bill provides for overtime payment at the regular wage rate.

• The bill envisions the creation of an Employees’ Welfare Authority, which would oversee compliance, maintain records of after-hours communications, and help enforce “disconnect” rights. 

• To address mental well-being, the bill also includes proposals for “digital-detox centers” and counseling services aimed at reducing work-related mental stress and burnout. 

Why This Matters: Work-Life Balance in a Digital Age

In the age of smartphones, remote work, and 24/7 connectivity—what once was “after office hours” often becomes blurred. For many Indian professionals, especially in IT, services, gig economy and remote jobs, constant availability has led to “telepressure,” sleep deprivation, burnout and declining mental health

The bill seeks to tackle these problems by legally protecting personal time and ensuring employees get periods of rest and recovery. Advocates argue that such a law could:

• Improve mental health and reduce burnout among employees

• Restore clear boundaries between work and personal life

• Increase long-term productivity and job satisfaction

• Encourage companies to formalize work communication practices and overtime policies

Challenges and Criticisms

However, the bill also faces several potential obstacles and criticisms:

• Since the bill is a private member’s bill, it may struggle to be passed into law—historically, only a small number of private member bills become law in India. 

• Some employers argue it may reduce flexibility, especially in sectors requiring unpredictable hours (IT support, operations, emergency services, etc.). They worry mandatory “disconnect” could hamper responsiveness.

• There could be practical issues in defining “official working hours” across flexible, remote, or hybrid work cultures—raising complexity in enforcement.

• For gig workers and informal sector employees, who already lack structured work hours and benefits, actual implementation and enforcement may remain weak despite the law.

 Broader Impact: Culture, Health and Labour Rights

If enacted, the Right to Disconnect Bill may mark a cultural shift in India’s workplaces—reinforcing the importance of rest, leisure, and mental well-being over always-on productivity. It could align India with countries like France, Portugal, or Australia that already recognize similar rights.

Moreover, it could encourage employers to re-evaluate work expectations, overtime norms, communication policies, and overall employee welfare. For employees, especially younger workers and those in high-stress jobs, the bill could offer legal protection against exploitation and burnout.