Disconnecting from Work CCOHS
Health and Safety Programs
Disconnecting from Work
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What is meant by disconnecting from
work?
How has technology contributed to the
issue of disconnecting?
Why is it important to disconnect?
Are there laws in Canada about
disconnecting from work?
What should be included in a
workplace policy about disconnecting?
What steps can be taken to help
individuals disconnect?
What is meant by disconnecting from work?
Disconnecting from work refers to being able to stop doing paid work and not being obligated
to respond to work requests outside of established hours. Some examples of disconnecting
are:
No contact between employers, managers, workers, or clients outside of established
hours (e.g., phone calls, video calls, or emails)
Not performing job duties outside of established hours
Canadian labour standards outline the employment conditions for hours of work, payment of
wages, leaves, vacation, holidays, and more. However, most labour standards (also called
employment standards) were developed when Canada was primarily an industrial society.
Most people reported to their workplace for an 8-hour shift (or other regular shift pattern) and
then returned home. Since the work could only be performed at the worksite, this pattern
created a natural disconnection.
The Canadian business model has changed. Many employers have adopted diversified work
practices to remain competitive and meet the demands of a global economy. There is now a
trend to work remotely, away from a shared physical location.
How has technology contributed to the issue of disconnecting?
Disconnecting from Work CCOHS
Remaining in contact with your workplace outside of a physical location or building is possible
now due to information and communication technology (e.g., high-speed internet, wireless
communication, cell phones, etc.). The ability to work anywhere and anytime with relative
ease has caused the boundaries between being “at work” and “not at work” to blur. Before
this technology was widely available, workplace communication occurred mostly at a common
location during defined hours.
With more connectivity, workers may feel pressure to continue to work or be available after
hours. This pressure may be heightened if they observe other workers or management
conducting work during “off” hours (e.g., sending emails, particularly when expecting a
response). Employers and supervisors may inadvertently reward this behaviour through
promotions and bonuses. These rewards may unfairly disadvantage workers who are unable
to remain connected.
Why is it important to disconnect?
Each person can be affected differently based on factors such as frequency and duration of
work, the nature of the job, etc. Having uninterrupted personal time away from work stressors
allows your body and mind the opportunity to relax and recover. An individual who does not
sufficiently disconnect may experience any combination of the following:
Poor work/life balance
Work-related musculoskeletal disorders, including the impacts of psychosocial factors
Occupational injuries
Fatigue
Burnout
Poor mental health effects such as stress, depression, anxiety, etc.
An organization that does not allow their workers to disconnect sufficiently may experience
more:
Workplace incidents, workers’ compensation claims, and lost time
Turnover
Errors and quality decline
Negative company reputation
The benefits of workers being able to disconnect may include:
Happy, healthy, more productive staff
Higher job satisfaction and staff retention
Disconnecting from Work CCOHS
Positive organization reputation
Reduced incident rates, lost time, and workers’ compensation claims
Are there laws in Canada about disconnecting from work?
In Canada, many workers do not specifically have a legislated right to disconnect. Ontario has
“right to disconnect” legislation, with other jurisdictions considering their own.
Provincial, territorial, and federal governments have laws requiring employers to provide time
off work unless the occupation is exempt (e.g., police officer) or extenuating circumstances
exist. Some employment standard laws include protections for workers to have time off work
on a per day and per week basis unless other arrangements have been made (e.g., minimum
8 hours off work per day and one period of 24 consecutive hours off work per week). Any
additional time worked might need to be compensated as prescribed by law or according to a
collective bargaining agreement.
Some jurisdictions specifically state that “on-call” or “standby” workers are not considered to
be working. However, if the worker is called in, they are considered to be working and must be
compensated for their time.
In other situations, hours and terms of work may be negotiated in contracts, such as collective
agreements with unions.
What should be included in a workplace policy about
disconnecting?
Organizations can encourage all employees to disconnect by establishing a policy that
outlines when and how to disengage from work activities or communications. The
disconnecting policy may stand alone or be included in a comprehensive workplace health
and safety policy.
Each workplace is unique, and policies should reflect the needs of that workplace. Common
elements of a policy regarding disconnecting from work include:
A clear definition of what is meant by disconnecting from work
To whom the policy applies.
If needed, separate policies may be developed for different groups of employees
(such as workers, emergency responders, management, or executives).
Commitment by top management to support the policy
How workers will be educated, trained, and kept informed about the policy and any
changes
Disconnecting from Work CCOHS
A statement that no reprisals will occur when individuals follow the policy
Statements regarding what work or work communication can or cannot occur outside of
established hours
The work or work hours may vary, depending on negotiated terms (e.g.,
continuous versus flexible hours), the role of the individual, or the tasks required.
Set expectations for response times to non-essential e-mails sent after established
hours. For example, it may not be necessary to reply to a client communication
outside of established hours, but response to a defined type of emergency may be
required.
Set expectations when work involves collaboration with others in different time
zones.
What messaging is required when an employee is considered ‘away from work’, such as
an out-of-office notice
Details regarding overtime, including any approval process and how it will be
compensated
Requirements from any labour or employment standards that apply (such as hours of
work, eating periods, vacation pay, public holidays, etc.)
If access to work devices or network servers will be restricted outside of established
hours (e.g., removing or limiting access to the work virtual private network (VPN))
If the software will be used to monitor device use, declare what will be monitored and
when
If work-only devices will be provided or required (e.g., use of a cellphone dedicated only
to work needs)
Actions that will be taken to help employees disconnect, and if there are consequences
to not disconnecting
Promoting taking earned time off (e.g., vacation leave, personal days, sick days, etc.)
Information on how employees can participate and provide feedback
Resources available to help, such as an Employee Assistance Program (EAP)
When developing the policy:
Include input from all employees, the health and safety committee or representative, and
the union if present
Conduct trials to determine if the established hours of work or the current policy and
processes are adequate
Disconnecting from Work CCOHS
Adjust the program as needed based on evaluation, the needs of the workplace, and
feedback from all employees
Continue to follow and include safe work procedures for other hazards, such as
ergonomics, telework arrangements, etc.
What steps can be taken to help individuals disconnect?
The employer or management can:
Lead by example
Promote disconnecting at the end of work hours as part of the corporate culture
Avoid rewarding employees who continue to work outside of their designated hours
Provide separate devices for work activities (e.g., mobile phones)
Individuals can:
Turn off or put away work devices outside of working hours, if possible
Avoid working extra hours. Discuss workload or agree on additional time with the
employer or manager
Take earned breaks and use that time to focus on something other than work
Prioritize health and personal life outside of work
When working outside a corporate building, dedicate a space in the home reserved for
work, if possible. When the workday is over, do not enter that space
Use the Employee Assistance Program (EAP) as needed and when available
Fact sheet first published: 2022-05-19 Fact sheet last revised: 2023-12-07
Disclaimer
Although every effort is made to ensure the accuracy, currency and completeness of the
information, CCOHS does not guarantee, warrant, represent or undertake that the information
provided is correct, accurate or current. CCOHS is not liable for any loss, claim, or demand
arising directly or indirectly from any use or reliance upon the information.
