The right to the digital disconnection
The pandemic has sped up lots of trends that were come developing previously. The principal transformation in the workplace is related to the massive implementation of the working online, linked basically to the development of technology solutions that they allow the employees to carry out its usual tasks from a distance.
The working online involves a series of related advantages, mostly, with the hourly flexibility and the conciliation between the family life and work. To social level, emphasise also the profits related to the reduction of pollution when producing less displacements, among others. However, the improvised implementation of this work model also has caused longer work days and a certain indefinición of the hourly limits.
According to an analysis of NordVPN collected by Forbes, the working day of Spanish professionals that telethey work drags on at least two hours more every day by contrast to when they attended to the branch. All of this affects to the balance between the personal life and work, as well as to the development of the welfare responsibilities and relatives. In addition, shocks in the well-being and the physical health and mental.
Between possible causes of these imbalances the lack of margin is found for the technological adjustment and preparation, that is involving a double time for employees in the shape of “more work schedule”. Therefore, has been considered necessary a digital disconnection that avoids that the work life is interfered in the relative. To all of this it is necessary to sum also that there is not a real one culture of the working online that helps to separate both spheres.
The European Parliament recently has approved a resolution for regular the right to the digital disconnection through a directive. The objective is to try to equilibrate socioeconomic advantages of new technologies with risks that it supposes for workers not to guarantee this disconnection. Thus, among others stock, following measures are contemplated:
- Practical type implementation of turning off of the digital tools with work ends, included any vigilance instrument related to the work.
- Daily meeting record .
- Performance of evaluations of the health and the security, included psychosocial risks, in relation to the right to the disconnection.
- Adoption of raising awareness and training measures on digital disconnection. In addition, employers would be obliged to inform in writing to its employees on its right to the digital disconnection.
The challenge is found in adopting suitable conciliation measures to protect the effective break and, with it, to guarantee a productivity tips and well-being of the employees. The digital disconnection results an essential measure so that the teleworking becomes in a trend of the future with profit mutual for companies and workers.
Source:HR press, expert' Panel ISS