Bengaluru, 30 September 2024: A recent survey conducted by Indeed, the global job matching and hiring platform, reveals that 79% of Indian employers believe that implementing a “right to disconnect” policy at work would be a positive step forward. As India’s workforce grapples with an “always on” culture, discussions around this policy are becoming increasingly important to address rising stress levels and employee burnout.
The survey found that 88% of Indian employees are regularly contacted by their employers outside of work hours, with 85% reporting that this communication continues even during sick leave or public holidays. A majority of the employees (79%) feel that not responding to work-related communication after hours may lead to repercussions, such as missed promotions, a damaged professional reputation, or project setbacks. These findings highlight the growing challenge of maintaining a clear boundary between work and personal life in India’s competitive and fast-growing economy.
Generational Attitudes Toward After-Hours Contact
The survey data also shows a significant generational divide when it comes to attitudes towards after-hours communication and the right to disconnect. Baby Boomers (88%) are more likely to feel valued when contacted outside of work hours, likely reflecting a traditional work ethic that emphasizes loyalty and availability. For many in this generation, constant availability is viewed as a mark of dedication and reliability.
In contrast, over 50% of Gen Z respondents share this view, indicating a shift in workplace expectations. Gen Z, having grown up in a digital, connected world, places higher importance on work-life balance and personal well-being, advocating for clear boundaries between professional and personal life. Furthermore, 63% of Gen Z respondents stated they would consider leaving their jobs in the future if the right to disconnect is not respected, compared to only 38% of Baby Boomers. While younger employees are still committed to the demands of the work currently, they want to prioritize mental health and personal boundaries more than previous generations.
Rohan Sylvester, Talent Strategy Advisor, Indeed India said, “Personal boundaries are now essential; today’s workforce seeks balance, and organizations that provide this will gain strong loyalty and productivity. There’s a need to foster a culture where employees feel safe and valued.”
Employers and Employees Align on the Right to Disconnect
The survey further reveals that 81% of employers are concerned about losing top talent if they fail to respect work-life boundaries. However, due to factors such as urgent project needs, deadlines, and stakeholder communication, many employers feel compelled to reach out to employees after hours. As a result, 66% of employers worry that productivity could suffer if they commit to refraining from out-of-hours contact.
Despite these challenges, a majority of employers support the right to disconnect. Furthermore, 69% of job seekers agree that they have a right to disconnect and trust that their managers would honour such a policy. Additionally, 81% of employers expressed a willingness to offer extra compensation for employees who remain accessible after hours, underlining their readiness to acknowledge the value of employees’ time.
Countries in APAC follow suit
The findings indicate that employees in Australia, which led the way in ‘Right to disconnect’ and Singapore have similar views to India. 90% of respondents in Australia and 93% in Singapore have stated they work beyond office hours with 86% and 80% believing that they have the right to disconnect from work respectively.
However, compared to India, only 47% of employers in Australia fear a drop in productivity, suggesting greater confidence in maintaining productivity within set boundaries. In contrast, a majority of employers in Singapore (78%) worry about reduced productivity without after-hours communication, highlighting regional differences in attitudes toward work-life balance and its perceived effect on workplace efficiency.
