Creating a disconnecting from work policy is an important step for employers looking to promote a healthy work-life balance and reduce employee burnout. A well-crafted policy should outline expectations for employees’ availability outside of work hours, provide guidelines for managing work-related communications, and offer resources and support for employees who need assistance disconnecting from work. To help employers get started, we’ve created a template that they can use to develop their own disconnecting from work policy.
This template includes sections on the following topics:
- Policy statement
- Employee expectations
- Manager responsibilities
- Communication guidelines
- Resources and support
Policy Statement
The policy statement should clearly state the organization’s commitment to promoting a healthy work-life balance and reducing employee burnout. It should also outline the expectations for employees and managers in terms of disconnecting from work outside of work hours.
Example:
“The organization is committed to promoting a healthy work-life balance and reducing employee burnout. We believe that employees need time to rest and recharge in order to be productive and engaged at work. This policy outlines the expectations for employees and managers in terms of disconnecting from work outside of work hours.”
Employee Expectations
The employee expectations section should outline specific expectations for employees in terms of disconnecting from work outside of work hours. This may include expectations about checking work email and messages, responding to work-related requests, and working overtime.
Example:
- Employees are expected to refrain from checking work email and messages outside of work hours, unless it is necessary for them to do so to complete a task that cannot be completed during work hours.
- Employees are expected to respond to work-related requests within a reasonable time frame, but they are not required to respond immediately.
- Employees are not expected to work overtime unless they have been specifically asked to do so by their manager.
Manager Responsibilities
The manager responsibilities section should outline the responsibilities of managers in supporting employees in disconnecting from work outside of work hours. This may include responsibilities such as respecting employees’ time off, communicating expectations clearly, and providing resources and support to employees who need assistance disconnecting from work.
Example:
- Managers are responsible for respecting employees’ time off and not contacting them outside of work hours unless it is necessary to do so for an urgent matter.
- Managers are responsible for communicating expectations clearly to employees and ensuring that employees understand what is expected of them in terms of disconnecting from work outside of work hours.
- Managers are responsible for providing resources and support to employees who need assistance disconnecting from work, such as access to counseling services or work-life balance workshops.
Conclusion
A disconnecting from work policy is an important tool for employers looking to promote a healthy work-life balance and reduce employee burnout. By creating a policy that clearly outlines expectations for employees and managers, employers can help to create a culture where employees feel comfortable disconnecting from work outside of work hours.
This template provides a starting point for employers to develop their own disconnecting from work policy. By customizing the template to meet the specific needs of their organization, employers can create a policy that is effective in helping employees to disconnect from work and achieve a healthy work-life balance.
FAQs
What are the benefits of having a disconnecting from work policy?
There are many benefits to having a disconnecting from work policy, including:
- Improved employee morale and engagement
- Reduced employee burnout
- Improved work-life balance
- Increased productivity
- Reduced absenteeism and presenteeism
What are some common challenges to implementing a disconnecting from work policy?
Some common challenges to implementing a disconnecting from work policy include:
- Resistance from employees who are used to being constantly connected to work
- Managers who are reluctant to give up control over their employees’ time
- A culture of overwork and presenteeism
- Lack of resources and support for employees who need assistance disconnecting from work
How can employers overcome the challenges to implementing a disconnecting from work policy?
Employers can overcome the challenges to implementing a disconnecting from work policy by:
- Communicating the policy clearly to employees and managers
- Providing training and support to employees and managers on how to implement the policy
- Creating a culture where it is acceptable for employees to disconnect from work outside of work hours
- Providing resources and support to employees who need assistance disconnecting from work
