In the midst of discussions about the potential for Indian youth to work up to 70 hours a week, spurred by comments from the founder of Infosys, Australia is spearheading a revolution in work policies. The Land Down Under is contemplating a ground-breaking law, the ‘Right to Disconnect’, designed to empower workers to reject unnecessary calls or messages from their superiors after working hours.
This initiative seeks to establish a harmonious office culture, prioritising a healthy equilibrium between professional and personal life. Under this proposed law, employers would be prohibited from compelling their staff to work unpaid beyond regular hours, ensuring that employees face no repercussions for unavailability without proper compensation.
Yet, the question looms large: Can India, as a nation, successfully adopt and integrate this policy? Will the Indian workforce truly benefit, and is the workforce of 2024 ready for such a transformative change?
“A voluntary adoption phase, allowing organisations to experiment and assess the policy’s impact before potential regulations”
Sunil Ranjhan, senior advisor-HR, LG Electronics
The growing tech sector in India, coupled with heavy reliance on digital communication, has subjected the workforce to the perils of an ‘always-on’ culture. Employees grapple with prolonged working hours, persistent connectivity expectations, and the pressure to be available around the clock, leading to burnout, stress, and diminished productivity. The blurred boundary between professional and personal spheres strains relationships and undermines overall well-being.
Sunil Ranjhan, senior advisor-HR, LG Electronics, warns against blindly replicating Western models, advocating for a ‘moderated approach’ tailored to India’s developing nation status.
He proposes a voluntary adoption phase, allowing organisations to experiment and assess the policy’s impact before potential regulations. This could involve restricting email access after-hours or defining acceptable communication scenarios such as emergencies.
“Compared to other countries, India’s labour relations systems are still evolving. We’re currently focused on introducing labour codes. It may take a few more years before we’re ready to address concepts like the ‘Right to Disconnect’”
Dwarakanath P, former non-executive chairman, GSK
Proponents highlight the potential benefits of a ‘Right to Disconnect’. It could alleviate stress, improve overall well-being, and foster a healthier work-life balance, allowing employees to dedicate time to personal pursuits and self-care. Disconnecting from work also enhances creativity and productivity by preventing fatigue and burnout. Formalising this policy legally protects employees and ensures compliance, promoting respect for work-life boundaries.
However, challenges loom. Employers might resist, fearing productivity losses. Dwarakanath P, former non-executive chairman of GSK, believes such a policy is premature for India. He explains, “Compared to other countries, India’s labour relations systems are still evolving. We’re currently focused on introducing labour codes. It may take a few more years before we’re ready to address concepts like the ‘Right to Disconnect’.”
Jayant Kumar, CHRO, Realty Business, Adani Group, concurs, stating that while such a policy may be progressive for countries such as Australia or European nations, it may not be suitable for India at this point. Kumar asserts that India’s economic needs and aspirations are distinct, emphasising a strong drive toward individual and national progress. Introducing such a policy, while potentially positive for work-life balance, could substantially impact the existing work culture and potentially hinder economic growth.
Kumar stresses the necessity for India to concentrate on industries, services, and manufacturing to create more job opportunities, improve living standards, and uplift people out of poverty. Eventually, when the time is opportune, India may consider embracing the ‘Right to Disconnect’ policy in alignment with its national priorities and goals.
“Introducing such a policy, while potentially positive for work-life balance, could substantially impact the existing work culture and potentially hinder economic growth”
Jayant Kumar, CHRO, Realty Business, Adani Group
Despite the challenges, strategies exist to overcome them. Raising awareness, offering flexible work arrangements, utilising technology wisely, securing leadership support, and regular evaluation are crucial. Educating both employers and employees about work-life balance, along with providing flexible hours or remote work options, can pave the way. Technology can help set communication boundaries, while leadership support reinforces the policy. Regular evaluation ensures its effectiveness and relevance over time.
As India ascends as a global economic power, prioritising the well-being and work-life balance of its workforce becomes crucial. Implementing a Right to Disconnect policy could be a progressive step towards this goal, signalling a commitment to employee welfare and fostering a more sustainable and productive work culture. However, the path forward requires careful consideration of its unique economic and cultural context, striking a balance between employee well-being and national aspirations.