Right to Disconnect UK: What Employers Need to Know in 2026

Employment Law Update 2026: Right to Disconnect – What UK Employers Should Be Preparing For

With increasing focus on employee wellbeing and work-life balance, the concept of a “Right to Disconnect” is gaining traction across the UK.

While not yet a formal standalone law, the direction of travel in UK employment legislation—alongside existing obligations under the Working Time Regulations 1998 and employer duty of care—means businesses should act now to prepare.

What Is the Right to Disconnect?

The Right to Disconnect refers to an employee’s ability to:

• Switch off from work outside of contracted hours
• Not engage with emails, calls, or messages
• Avoid being penalised for not responding

Countries such as Ireland and France have already introduced formal frameworks, and the UK is expected to follow a similar path through evolving employment practices.

Why This Matters for Employers

Failure to manage working time and employee wellbeing can lead to:

• Increased workplace stress and burnout
• Higher sickness absence
• Potential claims linked to breach of duty of care

Employers already have responsibilities under UK law to:

• Protect employee health and wellbeing
• Manage working hours effectively
• Prevent excessive workloads

Best Practice Steps for Businesses

To stay ahead and reduce risk, employers should:

✔ Introduce clear working hours policies
✔ Set expectations around email use outside working hours
✔ Train managers to respect boundaries
✔ Include guidance within your Employee Handbook

👉 Learn more about how we support businesses:
https://www.consensushr.com/hr-support-services-for-your-ccompany/

How Consensus HR Supports You

At Consensus HR, we work proactively with our retained clients to:

• Update Employee Handbooks in line with emerging legislation
• Provide practical policies that protect both employer and employee
• Support managers in implementing best practice

Comment from Matthew Chilcott – Owner, FCIPD, ACEL, BA(Hons)

“We are seeing a clear shift towards protecting employee wellbeing through better management of working time. Employers who act now and put clear boundaries in place will not only reduce legal risk but also build stronger, more productive teams.”