Introduction: Why are we talking so much about digital disconnection?
Hyperconnectivity has transformed the way we work. Midnight emails, WhatsApp messages during vacations, and virtual meetings outside of working hours are part of many people’s daily work routine. This constant availability has significantly affected the emotional health of employees: anxiety, insomnia, exhaustion, and a growing feeling of always being “on call.”
In this context, digital disconnection is an unavoidable priority. It is not just about turning off your cell phone and computer, but about guaranteeing the right to rest, privacy, and a fulfilling personal life.
A new legal framework: the right to disconnect
Spain has legally reinforced the right to digital disconnection in 2025. The new regulation, still pending final publication in the BOE, establishes that companies may not contact their employees outside working hours, except in justified cases. This measure is in addition to the provisions already included in the Workers’ Statute and Organic Law 3/2018 on Data Protection, which have recognized this right for years.
In addition, the draft bill to reduce the working week to 37.5 hours reinforces this right, making it inalienable.
The real impact on all of us
The lack of digital disconnection affects the mental health of employees. According to recent data, 27% of European workers are unable to disconnect digitally after work, and between 20% and 25% perform unpaid tasks outside working hours. In sectors such as education and healthcare, 42% of teachers remain connected outside working hours to prepare lessons or answer questions.
The most common effects of this hyperconnectivity include:
- Difficulty resting and disconnecting.
- Irritability and decreased cognitive performance.
- Feeling of constant surveillance.
- Demotivation and loss of meaning in work.
Companies must help reduce it through concrete measures such as:
- Establishing clear communication schedules.
- Training teams in digital self-regulation.
- Encouraging active breaks and technology-free spaces.
- Designing wellness plans with a focus on mental health.
Digital disconnection as an investment in productivity
Disconnecting does not reduce productivity, it enhances it. Far from being a luxury, rest is a strategic tool. When employees have real time to recover, they return with more energy, clarity, and motivation. This translates into:
- Lower staff turnover.
- Reduced absenteeism.
- Improved work environment.
- Greater commitment to the company.
The role of technology: ally or enemy?
Technology can be part of the problem, but also part of the solution. Tools such as Microsoft Teams, Slack, and WhatsApp have facilitated remote work, but they have also contributed to hyperconnectivity. However, when used well, they can help to:
- Automate time tracking.
- Set silent hours.
- Establish availability limits.
- Promote more efficient communication.
The key lies in the conscious and regulated use of these tools.
Cultural change
Digital disconnection requires a profound change in organizational culture. This involves:
- Exemplary leadership: managers must be the first to respect schedules.
- Transparent communication: explain the reasons behind disconnection policies.
- Continuous evaluation: measure the impact of the measures implemented.
- Active listening: gather feedback from employees.
Only then can a more humane, sustainable, and productive work environment be built.
Best practices and current trends to promote digital disconnection
Digital disconnection is becoming a strategic priority in human resources policies. In recent months, reports from consulting firms, specialized media, and workplace wellness experts have identified a set of effective practices and emerging trends that are paving the way toward a healthier and more sustainable organizational culture.
Key recommended practices:
- Lead by example.
- Training in digital self-regulation.
- Technology-free spaces and active breaks.
- Comprehensive wellness plans.
Emerging trends in 2025
Technology at the service of rest. Far from being a threat, technology is becoming an ally in facilitating disconnection. Tools such as Microsoft Viva, Slack, and HR platforms are incorporating features to schedule messages, set quiet times, and measure connection time. In addition, the use of software that allows for flexible recording of working hours is being promoted, adapting to hybrid models and reducing the pressure to be always available.
Ethical supervision of AI. Companies are creating ethics committees, conducting algorithmic audits, and setting limits so that automated systems do not generate alerts or tasks outside working hours. This trend seeks to ensure that automation does not violate the right to disconnect or increase the invisible burden on workers.
Work flexibility and reduced working hours. The proposal to reduce the working week to 37.5 hours in Spain is driving new ways of organizing time. This measure reinforces the need for clear digital disconnection policies, as a shorter working day requires more efficient time management and a stricter separation between work and personal life
Organizational culture focused on well-being. Beyond the law, companies are adopting a more human view of work. A culture that values balance, mental health, and work-life balance is being promoted. This includes training in digital self-regulation, conscious leadership, and internal protocols that prioritize well-being over constant availability.
Conclusion: toward a healthier future of work
Digital disconnection is the new labor right of the 21st century. In 2025, we are witnessing a paradigm shift in time management and well-being at work. Laws are evolving, but real change will come from companies.
Investing in digital disconnection is not just about complying with regulations: it is about investing in people’s health, motivation, and productivity. Because only when we disconnect can we reconnect with what really matters.
Why are we talking so much about digital disconnection?
Hyperconnectivity has transformed the way we work. Midnight emails, WhatsApp messages during vacations, and virtual meetings outside working hours are part of many people’s daily work routine. This constant availability has significantly affected employees’ emotional health, leading to anxiety, insomnia, exhaustion, and a growing feeling of always being “on call.”
In this context, digital disconnection is an unavoidable priority. It is not just a matter of turning off your cell phone and computer, but of guaranteeing the right to rest, privacy, and a fulfilling personal life.
A new legal framework: the right to disconnect
Spain has legally reinforced the right to digital disconnection in 2025. The new regulation, still pending final publication in the BOE, establishes that companies may not contact their employees outside working hours, except in justified cases. This measure is in addition to the provisions already included in the Workers’ Statute and Organic Law 3/2018 on Data Protection, which have recognized this right for years.
In addition, the draft bill to reduce the working week to 37.5 hours reinforces this right, making it inalienable.
The real impact on all of us
The lack of digital disconnection affects the mental health of employees. According to recent data, 27% of European workers are unable to disconnect digitally after work, and between 20% and 25% perform unpaid tasks outside working hours. In sectors such as education and healthcare, 42% of teachers remain connected outside working hours to prepare lessons or answer questions.
The most common effects of this hyperconnectivity include:
- Difficulty resting and disconnecting.
- Irritability and decreased cognitive performance.
- Feeling of constant surveillance.
- Demotivation and loss of meaning in work.
Companies must help reduce this through concrete measures such as:
- Establishing clear communication schedules.
- Training teams in digital self-regulation.
- Encouraging active breaks and technology-free spaces.
- Designing wellness plans with a focus on mental health.
Digital disconnection as an investment in productivity
Disconnecting does not reduce productivity or power. Far from being a luxury, rest is a strategic tool. When employees have real time to recover, they return with more energy, clarity, and motivation. This translates into:
- Lower staff turnover.
- Reduced absenteeism.
- Improved working environment.
- Greater commitment to the company.
The role of technology: ally or enemy?
Technology can be part of the problem, but also part of the solution. Tools such as Microsoft Teams, Slack, and WhatsApp have facilitated remote working, but they have also contributed to hyperconnectivity. However, when used well, they can help to:
- Automate time tracking.
- Set quiet hours.
- Establish availability limits.
- Promote more efficient communication.
The key is to use these tools consciously and in a regulated manner.
Cultural change
Digital disconnection requires a profound change in organizational culture. This involves:
- Exemplary leadership: managers must be the first to respect schedules.
- Transparent communication: explain the reasons behind disconnection policies.
- Continuous evaluation: measure the impact of the measures implemented.
- Active listening: gather feedback from employees.
Only then can a more humane, sustainable, and productive work environment be built.
Best practices and current trends to promote digital disconnection
Digital disconnection is becoming a strategic priority in human resources policies. In recent months, reports from consulting firms, specialized media, and workplace wellness experts have identified a set of effective practices and emerging trends that are paving the way toward a healthier and more sustainable organizational culture.
Key recommended practices:
- Lead by example.
- Training in digital self-regulation.
- Technology-free spaces and active breaks.
- Comprehensive wellness plans.
Emerging trends in 2025
Technology at the service of rest. Far from being a threat, technology is becoming an ally in facilitating disconnection. Tools such as Microsoft Viva, Slack, and HR platforms are incorporating features to schedule messages, set quiet hours, and measure connection time. In addition, the use of software that allows for flexible recording of working hours is being promoted, adapting to hybrid models and reducing the pressure to be always available.
Ethical supervision of AI. Companies are creating ethics committees, conducting algorithmic audits, and setting limits so that automated systems do not generate alerts or tasks outside working hours. This trend seeks to ensure that automation does not violate the right to disconnect or increase the invisible burden on workers.
Work flexibility and reduced working hours. The proposal to reduce the working week to 37.5 hours in Spain is driving new ways of organizing time. This measure reinforces the need for clear digital disconnection policies, as a shorter working day requires more efficient time management and a stricter separation between work and personal life
Organizational culture focused on well-being. Beyond the law, companies are adopting a more human view of work. A culture that values balance, mental health, and work-life balance is being promoted. This includes training in digital self-regulation, conscious leadership, and internal protocols that prioritize well-being over constant availability.
Conclusion: toward a healthier future of work
Digital disconnection is the new labor right of the 21st century. In 2025, we are witnessing a paradigm shift in time management and well-being at work. Laws are evolving, but real change will come from companies.
Investing in digital disconnection is not just about complying with regulations: it is about investing in people’s health, motivation, and productivity. Because only when we disconnect can we reconnect with what really matters.
