Exploring the impact of digital working on health and wellbeing
How we work, where we work and when we work have all been altered radically by technology. The benefits have been legion, not least in improved productivity and greater flexibility for workers. But there is a downside too in terms of a blurring of the boundaries between work and home life, leading in some cases to stress and burnout.
Always on culture
In response to the adverse effects of an ‘always on’ culture there has been growing pressure for workers to be afforded a Right to Disconnect allowing them to disengage from work and, in particular, workplace ICT.
The latest report from the National Forum for Health and Wellbeing at Work takes an in-depth look at the debate around the Right to Disconnect, setting out a balanced selection of the evidence relating to the impact of ICT at work on people’s psychological wellbeing.
The report also references the approaches taken in different jurisdictions to crafting regulation in this area and highlights some of the challenges that exist in establishing rules that are practicable in a modern global working environment.
For instance, in some countries the move towards Right to Disconnect has resulted in government regulation, either in the form of legislation or the adoption of Codes of Practice. In the UK the Labour party included a commitment to introduce a statutory Right to Disconnect in its 2024 election manifesto.
Recommendations
The Forum report makes recommendations for how any Right to Disconnect policy might be developed and implemented, based on the science and the practical experience of seeking to improve the health and wellbeing of people at work.
Report lead author Dr Paul Litchfield said: “ICT can enhance work-life balance and job satisfaction by facilitating flexibility in both working time and work location. Conversely, it can impose significant demands, leading to pressures to remain constantly connected, thereby increasing workloads, stress, and work-home conflicts.
"This paradox underscores the drive to introduce policies to safeguard employees' mental health by allowing them to disengage from work-related communications outside contractual hours."
Commitment
Dr Litchfield added that there remained a commitment by the UK Government to consult on Right to Disconnect with a view to introducing some form of regulation. “Some companies in the UK have introduced their own Right to Disconnect policies, either to address requirements for dealing with staff and customers in countries where there is legislation, or to pre-empt possible changes in this country.
"We hope that this report will contribute usefully to the Right to Disconnect debate and be of assistance both to those considering regulation and those looking to develop company policies in this area."
Read the report: The Right to Disconnect - How organisations can tackle 'always on' culture >>