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Work-life balance for remote workers
Learning & Development

Work-life balance for remote workers: No office emails after office hours

One of the most exciting developments in the HR industry recently is probably Portugal banning bosses from texting or emailing their staff out of working hours. Yes, there is finally a law called ‘right to rest’ that makes it illegal for employers to contact workers outside of office hours. The move, reportedly, is an attempt to introduce work-life balance for remote workers.

While the law also talks about the other aspects, fastnforward thought of asking some remote employees in Switzerland and India about what they think of such a law and whether it will be nice to have such an option.

“It depends actually on individual settings. Meaning, if the employee is working straight eight-nine hours, there should definitely be a rule not to be bothered after normal office hours. But with remote working, there is already a lot of flexibility of time. So, for example, working parents, who are now juggling between home and office work and are required to go for their children’s appointments, they should not complain about the after-work-hour emails,” says Priyanka Dey, an IT professional based in Zurich.

Ankita Singh, another IT professional in India, puts across another critical point. “It really depends on the work culture of the particular location and company. For example, in India, it is definitely required to have a work-life balance. In such a situation having a law against after-office-hour work would be much welcomed. But in countries like Switzerland, there is already a lot of emphasis on having a work-life balance. So, it does not matter whether there is a law for it or not,” she shares with fastnforward.

Work from home has made it flexible for employees to work around their timings. It saves a lot of commute time as well. But it is also a fact that it has extended the working hours for many. There are some professionals who see the downside of such a move too. “I do not think a blanket ban is a healthy scenario. Sometimes employers need flexibility too. For example, there could be an emergency or a situation requiring employers to put in a little extra effort. Such bans can be counterproductive as well, as the employers, in this case, would not want their employees to be anywhere but at work (even if remotely) during the work hours,” says Manohar Kumar, a VP at a bank in Switzerland.

What do you think about such a ban to maintain work-life balance for remote workers? Please share your views with us @ info@fastnforward.blog

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