Can Right to Disconnect Bill 2025 fix India’s work culture?

By Adv. Aashish Patankar
Pune, 12th December 2025: A private member’s bill, called the “Right to Disconnect Bill, 2025” was introduced in the Lok Sabha on 5th December. The bill seeks to allow employees not to entertain work-related calls and emails outside work hours.

The Bill argued that there is a need to respect the personal space of the employees by recognising their right to disconnect and not respond to their employer’s calls, emails etc., during out-of-work hours.

The Bill was first introduced on October 28, 2019.

What is the ‘Right to Disconnect Bill 2025’ introduced in Lok Sabha?

1. The bill provides every employee the right to refuse to answer calls and emails outside work hours.

2. While the employer may contact the worker after work hours, the employee is not obliged to reply and can refuse to answer such calls.

3. It states that every employee working during out-of-work hours, who has mutually agreed to do so, shall be entitled to overtime pay at the normal wage rate.

4. It further provides that if an employee refuses to reply to any call during out-of-work hours, he/she shall not be subject to any disciplinary action by the employer.

5. The Bill provides that an employer may contact any employee after work only during specific hours that both sides agree on in advance.

6. It also offers counseling services to employees to maintain work-life balance.

7. The Bill also proposes digital detox centres and counseling for healthier device use.

8. The Bill proposes a 1% penalty on an organisation’s total employee remuneration if it fails to follow its rules.

The concept has matured significantly. France became the first country to codify a formal Right to Disconnect in 2017, requiring employers and unions to negotiate communication boundaries. Italy, Ireland, Portugal, Spain and parts of Canada have adopted variations of the framework.

Is the Disconnect Bill Enough to Change Work Culture?
The Disconnect Bill comes at a time when workplace culture is under scrutiny, especially after the much-debated “90-hour work week” remark, which sparked widespread reflection on corporate expectations in India.

The constitutional basis for such legislation is strong. Article 21 protects dignity and mental well-being, and the Supreme Court has repeatedly held that humane working conditions are an extension of the right to life. Directive Principles under Articles 38, 39(e), 42, and 43 further emphasise the obligation to promote worker welfare and equitable labour practices.

The Right to Disconnect is therefore not merely aspirational; it aligns with India’s constitutional ethos.

Critics caution that such a right could hamper industries requiring real-time response, such as customer support, healthcare, or security operations. However, the Bill addresses this by allowing tailored policies based on organisational needs. Emergency duties, shift roles and operational exigencies can be clearly defined so that flexibility is preserved where necessary.

Many believe that although the legislation offers a strong framework, it may not be enough on its own to shift long-standing work culture norms.

(Adv. Aashish Patankar possesses over a decade of specialised experience in white-collar crime litigation and advisory practice. He serves on the advisory panels of several Co-operative Banks, providing strategic legal guidance.

He holds an LL.M. in Corporate Law and an MBA in Finance from Pune University, and is currently pursuing his Ph.D. from the same institution. Over the years, he has also led and conducted numerous pro bono litigations across the Pune District, reflecting his commitment to public service and access to justice.)