![\"\"](\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2018\/12\/The-right-to-disconnect-300x279.jpg\")
\u25c6What is \u201cthe right to disconnect\u201d?
\n\u201cThe right to disconnect\u201d is the right for workers to be able to refuse to respond to work emails and so on outside of working hours and on their days off. In New York, the proposal to \u201cban forcing workers to reply emails and so on outside of working hours\u201d is being deliberated (Nihon Keizai Shimbun, October 29th, evening issue).<\/p>\n
\u25c6Examples of leading countries and companies
\nFrance led the legalization of the right to disconnect. In 2017, they made it compulsory for labor and management of corporations with at least 50 employees to discuss the handling of emails outside hours. Also, in Italy, under the laws that protect so-called smart workers (workers that do not work at a specific time or place) established in 2017, it is compulsory to clearly include the right to disconnect in the employment contract.
\nAlso, Johnson & Johnson (no emailing after 10 p.m.) and Daimler (refusal to receive and automatic deletion of internal emails during extended leave) are known examples of corporations\u2019 unique policies. Even for Japanese companies, Mitsubishi Fuso Truck and Bus (a subsidiary of Daimler) employs similar measures.<\/p>\n
\u25c6Preventing labor and management problems with \u201cthe right to disconnect\u201d
\nCurrently, in Japan, \u201cthe right to disconnect\u201d is not defined by the law.
\nEven so, if the user requests to \u201cconnect\u201d based on clear company rules or instructions or tacitly consents to constantly being in the state of \u201cbeing connected\u201d to an excess extent, they might be considered to be working hours. There is a risk of being demanded extra pay for working out of hours later on, so being aware of \u201cthe right to disconnect\u201d to a certain extent is effective from the perspective of preventing labor and management problems<\/p>\n
\u25c6More than 40% of workers are \u201cconnected\u201d even outside of working hours
\nIn actuality, it is not rare for workers to \u201cconnect\u201d through emails, phone calls, and LINE outside of working hours or during their days off. According to a survey, 43.9% of workers answered \u201cfrequently\u201d and \u201csometimes\u201d to \u201chaving work-related contact such as phone calls and emails outside of working hours\u201d (The Japan Institute for Labour Policy and Training, \u201cSurvey on time in regards to working hours systems such as discretionary work\u201d).
\nThe modern era can be said to be an era in which there are more chances to \u201cconnect\u201d than the past, due to the permeation of various ways of working such as telecommuting, as well as the spread of ICT technology. There are situations in which \u201cconnecting\u201d gives birth to good results, but companies should explore \u201cways to connect\u201d while taking into account their own actual circumstances.<\/p>\n","protected":false},"excerpt":{"rendered":"
\u25c6What is \u201cthe right […]<\/p>\n","protected":false},"author":1,"featured_media":2525,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[122],"class_list":["post-2527","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-work-style-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2527","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2527"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2527\/revisions"}],"predecessor-version":[{"id":2529,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2527\/revisions\/2529"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2525"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2527"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2527"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2527"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}