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Ivan Harding

Ivan Harding



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17 November 2021 · 2 min read · Comment
Flexible working Work/life balance Remote working


HOW CAN HR SUPPORT EMPLOYEES’ RIGHT TO SWITCH OFF?


Published: 17 Nov 2021
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The pandemic blurred the lines between work and personal life like never before.
Overnight our homes became our offices and switching off at the end of the
working day became increasingly difficult.

Many of us were unprepared for this shift. Although many industries have
successfully worked remotely for the last 18 months and are more equipped than
ever to continue doing so, the boundaries of where and when work life ends and
home life begins remains unclear for many.

--------------------------------------------------------------------------------

Introducing a right to disconnect:

Is an out of hours ban a step back in time?

UK workers want to ban out-of-hours emails

Does your workplace need the right to disconnect?

--------------------------------------------------------------------------------

The situation has become such a concern that one in four employers are now
considering introducing 'right to disconnect' policies to help staff keep their
home and work lives separate.

There is a key role for HR to play here in setting boundaries and ensuring that
managers and senior leadership uphold these values.

 

Set out new rules of engagement

It is important that businesses look to implement initiatives to encourage
switching off, or even go as far as to centrally disconnect technology to help
employees do so, removing the expectation that employees should be working after
the day is over. Thereby creating a culture where employees feel free to
disconnect without concern that this will negatively impact their reputation or
career progression opportunities.

France has long been leading the way in terms of prioritising the mental health
and wellbeing of employees over and above the employers where under the Right to
Disconnect law, employees are not obliged to take calls or read emails related
to work during their time off. 

With governmental support within the UK for the same style of working construct,
we can expect to see similar changes implemented in the near future.

 

The digital employee experience

Sitting alongside clearer guidance and policy is an opportunity for HR to
improve the hybrid-working experience. As we move on from full-time remote
working, employees are going to increasingly expect a business perk to be 'the
right to switch off', with employee wellbeing at the forefront of mind.

As such, HR needs to put measuring the digital employee experience at the top of
their priority list.

If organisations are to remain competitive in attracting and retaining talent,
it is imperative for HR departments to leverage technology to measure, and
therefore improve, the employee experience (EX).

This can be through regular check-ins and pulse surveys that are automatically
scheduled for every month.

Managers should also be equipped with the right technology to ensure they have
all the information to tell them which employees have been online for too long
or consistently have meetings outside of core hours.

They can then become aware of signs of overwork and assist in preventing
feelings of isolation and loneliness, and be directed to take a bolder approach
to switch off IT outside of core hours.

For many, the success of full-time remote working has been the silver lining to
the COVID-19 pandemic. And it is in the interests of employers to ensure that
employees are not working excessive hours which can detriment their health and
wellbeing and taint this new working style. By setting out clear, new rules of
engagement and having the right HR technology, employees will have the right to
switch off and a clear distinction between home life and work life.

 

Ivan Harding is CEO and co-founder of Applaud

work/ life balance
remote working
flexibility
flexible working
flexible
right to disconnect
employee experience



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