The Right to Disconnect Law: End of 24/7 Work in California

As technology continues to blur the boundaries between work and personal life, the right to disconnect has become a crucial topic in modern labor discussions, particularly in progressive regions like California. This fundamental right grants employees the ability to disengage from work-related activities and communications during their nonworking hours, aiming to foster a healthier work-life balance.

In this era of constant connectivity, this new California bill represents a significant step towards safeguarding employees’ private lives and promoting workplace flexibility. This blog will discuss the details of this legislation, exploring its impact on employees, employers, and the broader landscape of labor rights in California.

Overview of Assembly Bill 2751

Assembly Bill 2751 marks a significant milestone in California’s labor landscape, introducing crucial provisions under the right to disconnect law. This legislation, if passed, will mandate companies to limit work-related communications to regular hours or within pre-agreed timeframes, ensuring that employees have dedicated non-working hours for personal time and rest.

Currently, this bill awaits potential enactment under consideration in the Legislature and could come into effect as early as January 2025 pending Governor Newsom’s approval. The legislative intent behind this is clear: to restore a sense of balance for workers by addressing the pervasive issue of after-hours work expectations.

The bill aims to mitigate employee burnout and improve well-being by delineating clear boundaries between work and personal time. This proactive approach recognizes the detrimental effects of constant connectivity on mental health and productivity, aligning with broader efforts to promote a healthier work culture in California.

What Can This Bill Do for Employees?

The new California bill grants newfound freedom to employees, allowing them to disengage from employer communications outside their normal hours without apprehension of reprisal. This protection extends to various types of workers, including salaried employees, hourly workers, and remote workers, emphasizing the law’s inclusivity across different employment arrangements.

Exceptions or special considerations may apply in specific industries or roles where round-the-clock availability is necessary. However, the overarching goal remains to safeguard employees’ family time and promote a more balanced approach to work-life integration.

What Should Employers Do?

Employers must revise their work policies to match the new regulations, especially concerning communication outside work hours and respecting employees’ rights. Failure to comply with these standards may result in penalties, with fines starting at a minimum of one hundred dollars for a pattern of violation. Employees also have the option to file complaints with the California Labor Commissioner if they feel their rights under the law are being infringed upon.

To navigate this shift effectively, businesses can implement clear guidelines on acceptable off-hours communication practices, encouraging employees to prioritize proper work-life balance. This adjustment necessitates a strategic approach to operational management, focusing on efficient communication channels during regular hours to uphold productivity while respecting employees’ nonworking time.

right to disconnect

Benefits of the Right to Disconnect

Here are some key benefits of this law for both employees and employers:

  • Improved work-life balance: Employees can enjoy dedicated non-working hours for personal time and relaxation.
  • Reduced stress: Clear boundaries between work and personal life lead to lower stress levels and better mental well-being.
  • Higher job satisfaction: Employees feel more satisfied when they have the freedom to disconnect from work-related communications outside their regular hours.
  • Increased employee engagement and retention: Respect for non-working hours fosters a healthier workplace culture, leading to higher employee engagement and lower turnover rates.

Challenges and Criticisms

In response to the new California bill, some private employers have expressed concerns about the potential impact on their workplace policies, especially in unforeseen situations requiring after-hours communication. 

Criticisms have centered around the need for flexibility in certain industries, where round-the-clock availability may be necessary for operational reasons. However, proponents argue that clear guidelines and exceptions can address these challenges while promoting a healthy work-life balance.

How to Exercise Your Rights

To exercise their rights under this law, employees should familiarize themselves with their non-working hours and communicate any concerns or feedback to their employers. 

It’s crucial for employers to reach agreements with employees regarding acceptable times of day for off-hours communication and to establish clear guidelines for such interactions. Open dialogue and mutual understanding can ease compliance with the law and create a healthier work environment.

Embrace Work-Life Balance

The passage of Assembly Bill 2751 heralds a significant shift towards promoting a healthy workplace culture by recognizing the right to disconnect from work-related electronic communications during non-working hours. This legislation will significantly impact California’s workforce, improving work-life balance and reducing employee stress. Moreover, it establishes an example for other states to prioritize employee well-being and define clear boundaries for communication outside of working hours.

For specific guidance or legal advice regarding the implications of this new law, consult experienced employment attorneys who can help you protect your rights.


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By submitting this form, I consent to receiving text messages and emails from Labor Law Advocates. I also acknowledge that contacting Labor Law Advocates through this website does not create an attorney-client relationship, and any information I send is not protected by the attorney-client privilege.