{"id":150878,"date":"2025-02-03T11:27:12","date_gmt":"2025-02-03T09:27:12","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=150878"},"modified":"2025-08-13T00:36:59","modified_gmt":"2025-08-12T22:36:59","slug":"right-to-switch-off","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/","title":{"rendered":"UK Labour&#8217;s Right To Switch Off: Employer&#8217;s Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In June 2024, the Labour Party launched a document laying out its manifesto to <strong>transform employment practices in the UK<\/strong>. The document was called \u2018<\/span><a href=\"https:\/\/labour.org.uk\/wp-content\/uploads\/2024\/05\/LABOURS-PLAN-TO-MAKE-WORK-PAY.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Make Work Pay<\/span><\/a><span style=\"font-weight: 400;\">\u2019 and outlined a number of key reforms, including <strong>improving employees\u2019 rights<\/strong> from day one of employment, introducing <strong>legal penalties for unfair practices<\/strong> and measures to enhance employee wellbeing. <\/span><span style=\"font-weight: 400;\">One key measure included to support employees&#8217; mental health is the <strong>\u2018right to switch off\u2019<\/strong>. This article will examine the \u2018right to switch off\u2019, when it is coming into effect, and what it means for employers.\u00a0<\/span><\/p>\n<p>TABLE OF CONTENT<\/p>\n<ul>\n<li><a href=\"#what\">What is the &#8216;Right to Switch Off&#8217;?<\/a><\/li>\n<li><a href=\"#why\">Why is the &#8216;Right to Switch Off&#8217; Important?<\/a><\/li>\n<li><a href=\"#benefits\">&#8216;Right to Switch Off&#8217; Benefits for Employees and Employers<\/a><\/li>\n<li><a href=\"#businesses\">How will the &#8216;Right to Switch Off&#8217; Impact Businesses?<\/a><\/li>\n<li><a href=\"https:\/\/factorialhr.co.uk\/hr-software\">Stay Compliant with an all-in-one HR software like Factorial \ud83d\ude80<\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/\"><img decoding=\"async\" class=\"alignnone wp-image-149560 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general.png\" alt=\"All in one HR software Factorial\" width=\"1921\" height=\"908\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general.png 1921w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-300x142.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1024x484.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-768x363.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/01\/20162514\/Blog-banner-general-1536x726.png 1536w\" sizes=\"(max-width: 1921px) 100vw, 1921px\" \/><\/a><\/p>\n<h2><a name=\"what\"><\/a><b>What is the \u2018Right To Switch Off\u2019?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The \u2018right to switch off\u2019 is the ability to <strong>decline correspondence from your employer sent to you during your personal time, except in exceptional circumstances.\u00a0<\/strong><\/span><\/p>\n<p>Correspondence includes phone calls, emails, instant messages, or any other form of communication. Personal time, on the other hand, refers to any time outside of contracted working hours.<\/p>\n<p><span style=\"font-weight: 400;\">The \u2018right to switch off\u2019 policy is already used in Ireland and Belgium.\u00a0\u00a0<\/span><\/p>\n<h3><b>When Does It Come Into Effect?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The \u2018right to switch off\u2019 was introduced as part of various measures designed to overhaul employment practices. Many of these measures are included in the new <\/span><a href=\"https:\/\/committees.parliament.uk\/work\/8569\/make-work-pay-employment-rights-bill\/publications\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Employment Rights Bill, <\/span><\/a><span style=\"font-weight: 400;\">which is currently going through Parliament and is expected to come into effect in 2026.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, the bill does not include the \u2018right to switch off\u2019. Instead, the <strong>\u2018right to switch off\u2019 will be included in a new separate statutory Code of Practice<\/strong>, which will be in the second stage of the planned reforms to working conditions. At the moment, <strong>it\u2019s not clear when these will be implemented<\/strong>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As a result, while it is an essential part of the government\u2019s future employment reforms, there is no timeframe for when the \u2018right to switch off\u2019 becomes legally enforceable.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There is expected to be a consultation to <strong>determine how the right to switch off should be implemented and to work out what constitutes exceptional circumstances<\/strong>. For example, roles involving emergency services, critical infrastructure, or those that require immediate decision-making might be exempt.<\/span><\/p>\n<h2><a name=\"why\"><\/a><b>Why is the \u2018Right to Switch Off?\u2019 Important?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The \u2018right to switch off\u2019 is<strong> essential because it protects an employee\u2019s personal time.<\/strong> Ensuring that there is a clear boundary between home and work helps to create a healthier, sustainable work culture. Protecting personal time improves an employee\u2019s work-life balance, reduces stress by allowing space for a proper break from work and increases workplace productivity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many believe the \u2018right to switch off\u2019 is driven by the increase in remote working following the Covid-19 pandemic. With more people working at home, separating work from personal life is more challenging. However, as the TUC reports, the \u2018right to switch off\u2019 also applies to <strong>shift workers who may be asked to stay on at the end of their shift or workers in roles such as cleaning, catering or security who may be called out of hours to take on extra shifts<\/strong>. In these cases, employees can feel as though they are always on duty and never have the chance to properly switch off.<\/span><\/p>\n<h2><a name=\"benefits\"><\/a><b>\u2018Right To Switch Off\u2019 Benefits for Employees and Employers<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Both employers and employees benefit from the \u2018right to switch off in several ways:<\/span><\/p>\n<p><b>Improved <\/b><a href=\"https:\/\/factorialhr.co.uk\/blog\/manage-employee-relations\/\"><b>employee relations:<\/b><\/a><span style=\"font-weight: 400;\"> switching off helps employees rest and recuperate, enhancing their personal relationships and sense of well-being, <strong>creating a more positive and trusting relationship between the employee and employer<\/strong>. An increased level of trust leads to better morale and motivation.\u00a0<\/span><\/p>\n<p><b>Reduction in burnout, mental and physical health issues and absenteeism:<\/b><span style=\"font-weight: 400;\"> properly resting and switching off from work can reduce employees&#8217; stress, helping them be healthier and happier in their work and personal lives. <strong>Healthier employees lead to fewer sick days and fewer people on long-term absences for medical reasons.<\/strong><\/span><\/p>\n<p><b>Higher employee engagement and productivity: <\/b><span style=\"font-weight: 400;\">knowing that their work is focused within specific hours and will not intrude into their personal life encourages employees to be more efficient during working hours and can<strong> lead to greater engagement and productivity.<\/strong><\/span><\/p>\n<p><b>Enhances the employer\u2019s brand: <\/b><span style=\"font-weight: 400;\">companies that value their employees\u2019 time and are known to be responsible and responsive to their employees\u2019 needs are usually more attractive to the top <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/company-culture-attract-retain-talent\/\"><span style=\"font-weight: 400;\">talent<\/span><\/a><span style=\"font-weight: 400;\">. Moreover, it also<strong> impacts retention rates as employees are more likely to stay in roles<\/strong> where they feel that their personal time is valued.<\/span><\/p>\n<p><b>Compliance with good employment practices: <\/b><span style=\"font-weight: 400;\">although the \u2018<strong>right to switch off\u2019 is not a legal obligation<\/strong>, companies that demonstrate they have their employees\u2019 well-being at the centre of their practices <strong>reduce the risk of legal challenges linked to excessive workplace stress.<\/strong> For employees, the \u2018right to switch off\u2019 helps build awareness of fair and realistic expectations regarding working hours, which can reduce the chance of exploitation.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-150879 size-large\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-1024x683.jpg\" alt=\"the \u2018right to switch off\u2019 encourages all employees to take a proper break from work when they are not within their contracted working hours\" width=\"1024\" height=\"683\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-1536x1024.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/02\/03110651\/pexels-alexasfotos-2249342-1-2048x1365.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/p>\n<h2><a name=\"businesses\"><\/a><b>How Will the \u2018Right To Switch Off\u2019 Impact Businesses?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Even though it will not be shrined in law in the immediate future, once it is in the Code of Conduct the \u2018right to switch off\u2019 will impact businesses in different ways:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Culture change:<\/b><span style=\"font-weight: 400;\"> businesses will need to move from an \u2018always on\u2019 approach throughout the organisation to leaders modelling when they will contact employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Logistical considerations:<\/b><span style=\"font-weight: 400;\"> for businesses that operate over different time zones, strategies will be needed to handle cross-time zone collaboration.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Creating policies:<\/b><span style=\"font-weight: 400;\"> companies will need clear policies that establish how the \u2018right to switch off\u2019 is respected and upheld, including defining what \u2018exceptional circumstances\u2019 mean and the consequences if managers are not following procedures.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Training and development:<\/b><span style=\"font-weight: 400;\"> there may be a need for training for managers and leaders to ensure that they understand what is expected of them regarding communication to team members and how they need to support the \u2018right to switch off\u2019.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Monitoring:<\/b><span style=\"font-weight: 400;\"> companies will need to ensure they have procedures that allow them to evaluate if the \u2018right to switch off\u2019 is being respected.\u00a0<\/span><\/li>\n<\/ul>\n<h3><b>What Can Companies Do Now?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If you believe in the benefits of the \u2018right to switch off\u2019 and would like to prepare your organisation from when it is included in the Code of Conduct, there are steps you can take now:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Set boundaries<\/b><span style=\"font-weight: 400;\"> and communicate them to all employees, considering different working patterns such as flexible working or the impact of time zones.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encourage all employees to<\/span><b> take their breaks<\/b><span style=\"font-weight: 400;\"> and holidays and minimise overtime.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Get feedback<\/b><span style=\"font-weight: 400;\"> from employees on the working culture in terms of the hours and the way communication works.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create your own <\/span><b>\u2018right to switch off\u2019 policy <\/b><span style=\"font-weight: 400;\">in consultation with your employees and senior leaders. Clarify what the term means, who it applies to and what exceptional circumstances are.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Provide training<\/b><span style=\"font-weight: 400;\"> in how to look after your mental health and wellbeing.\u00a0<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Spend some time thinking about how to <\/span><b>role model <\/b><span style=\"font-weight: 400;\">how you want your employees to communicate with each other outside of working hours.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In June 2024, the Labour Party launched a document laying out its manifesto to transform employment practices in the UK. The document was called \u2018Make Work Pay\u2019 and outlined a number of key reforms, including improving employees\u2019 rights from day one of employment, introducing legal penalties for unfair practices and measures to enhance employee wellbeing.<a href=\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":193,"featured_media":154954,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[342],"tags":[],"class_list":["post-150878","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture-engagement"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>UK Labour&#039;s Right To Switch Off: Employer&#039;s Guide | Factorial<\/title>\n<meta name=\"description\" content=\"This guide will tell you everything about what the \u201cRight To Switch Off\u2019 means and how it impacts you as an employer in the UK.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UK Labour&#039;s Right To Switch Off: Employer&#039;s Guide\" \/>\n<meta property=\"og:description\" content=\"This guide will tell you everything about what the \u201cRight To Switch Off\u2019 means and how it impacts you as an employer in the UK.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-02-03T09:27:12+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-12T22:36:59+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/04\/02190228\/blog_thumbnail_uk3.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1280\" \/>\n\t<meta property=\"og:image:height\" content=\"720\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Imogen Hall\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Imogen Hall\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/\"},\"author\":{\"name\":\"Imogen Hall\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/ccefc9a8525c8a22867bb6cd4a52dbb4\"},\"headline\":\"UK Labour&#8217;s Right To Switch Off: Employer&#8217;s Guide\",\"datePublished\":\"2025-02-03T09:27:12+00:00\",\"dateModified\":\"2025-08-12T22:36:59+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/right-to-switch-off\/\"},\"wordCount\":1176,\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"articleSection\":[\"Culture &amp; 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