Should Connecticut Adopt a ‘Right to Disconnect’ Law?

Working from home became a necessity during the COVID-19 pandemic, but for many, it has now become a permanent way of life. I’ve long been a proponent of remote work, seeing firsthand how it offers employees flexibility, cuts down on commuting stress, and allows businesses to adapt to a changing workforce. But there’s another side to the work-from-home revolution—one that has left many workers feeling like they’re always on the clock.

The expectation to respond to emails late at night, answer phone calls during dinner, or finish up a report over the weekend has blurred the lines between work and personal time. The reality is that for many employees, “working from home” has started to feel like living at work.

Some states—and even entire countries—are taking steps to address this issue. In Europe, France pioneered a Right to Disconnect law back in 2017, requiring companies to establish policies that limit after-hours communications. More recently, New York City lawmakers have proposed a similar measure, and states like California and New Jersey have begun exploring the idea.

But here in Connecticut, no such law exists. And maybe it’s time we start talking about one.

Why Disconnecting Matters

The problem is simple: When employees are expected to be available at all hours, burnout sets in. Studies have shown that overwork leads to stress-related illnesses, reduced productivity, and even increased turnover. A well-rested employee is a better employee—more creative, more engaged, and more likely to stick around.

That’s why a Right to Disconnect law wouldn’t just benefit workers—it would benefit businesses too. Companies that respect employees’ time off often see higher job satisfaction and better long-term results.

Would a Right to Disconnect Law Work in Connecticut?

If Connecticut were to adopt such a law, it could take many forms. Some ideas include:

• Restrictions on After-Hours Work Expectations – Employers could be required to outline when employees are expected to respond to emails, calls, and messages, ensuring work doesn’t creep into personal time.
• Stronger Overtime Protections – If an employer does expect after-hours responses, it should come with compensation, just like any other work.
• Industry-Specific Rules – Some professions require around-the-clock availability, while others do not. A Connecticut law could tailor protections based on industry needs.

Of course, a law like this would need to be carefully crafted. Small businesses, for example, might struggle with rigid restrictions. But as work-life balance continues to erode, Connecticut lawmakers should consider whether employees need stronger protections.

The Path Forward

Technology has made it easier than ever to stay connected, but that doesn’t mean we should be connected all the time. Employees deserve the ability to step away from work, recharge, and enjoy their personal lives without fear of repercussions.

A Right to Disconnect law wouldn’t mean banning all after-hours communication. It would mean setting clear expectations and making sure workers aren’t being exploited under the guise of “flexibility.” Connecticut has long been a leader in labor protections—maybe it’s time we take the next step in ensuring that remote work truly works for everyone.