We are already in summer and a good part of the working people in our country will be on vacation, but this does not mean that they really disconnect from their jobs.
The use of the new technologies, the availability of email on mobile, new Social Networking tools applied to the workplace (Work WhatsApp groups that do not stop receiving notifications) together with an increasingly globalized work environment, often means that workers receive work information 24/7, preventing rest, invading their personal and family privacy, making the desired digital disconnection very difficult.
Article 88 of Organic Law 3/2018, of December 5, on the Protection of Personal Data and guarantee of digital rights, establishes the following:
1. Workers and public employees will have the right to digital disconnection in order to guarantee, outside of legal or conventionally established working time, the respect for their rest time, permits and vacations, as well as their personal and family privacy.
2. The methods of exercising this right will take into account the nature and purpose of the employment relationship, will enhance the right to conciliation of work activity and personal and family life and will be subject to what is established in collective bargaining or, failing that, to what is agreed between the company and the workers' representatives.
3. The employer, after hearing the workers' representatives, will prepare a internal policy aimed at workers, including those who occupy management positions, in which they will define the modalities of exercising the right to disconnection and the training and awareness-raising actions for staff on reasonable use of technological tools that avoid the risk of computer fatigue. In particular, “The right to digital disconnection will be preserved in cases of total or partial remote work, as well as at the employee's home linked to the use of technological tools for work purposes.”
In addition Article 18 of Law 10/2021, of July 9, on remote work indicates that:
- People who work remotely, particularly teleworking, have the right to digital disconnection outside of their working hours in the terms established in article 88 of Organic Law 3/2018, of December 5.
- The company, after hearing the legal representation of the workers, will develop an internal policy aimed at workers, including those who occupy management positions, in which they will define the modalities of exercising the right to disconnection and the training and raising staff awareness about reasonable use of technological tools to avoid the risk of computer fatigue. In particular, the right to digital disconnection will be preserved in cases of total or partial remote work, as well as in the home of the employee linked to the use of technological tools for work purposes.
But what can we do to achieve Digital Disconnection?
- Organize and coordinate your work before the holidays. If you have colleagues with whom to alternate vacations, covering yourself will be the most reliable solution. Make it easier for your clients to contact you. Any incident will be attended to and you can relax for a few days.
- If you do not have the possibility of referring your work to another person, or you have responsibilities that you cannot neglect, it would be good for you to establish a limited schedule to attend to these work aspects. Choose a time slot for this and avoid attending to unnecessary work outside of that time.
- Say NO 😉 Sometimes we say yes to everything out of inertia, establishing limits will allow you to respect yourself and will also educate other people to respect you. Not everything is urgent nor will being always available make you a better worker.
By following these guidelines you prevent syndromes such as Burn Out or vital exhaustion, taking care of your mental health and allowing you to return from vacation with more energy and a better disposition.
Ready for Digital Disconnection? We will tell you much more in our next EIP Talks.
If you are interested in the field of human resources and learn more about labor management, you can find out more of our Master in HR: People Management, Talent Development and Labor Management.
