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California Right to Disconnect from Work Bill on Ice Until Further Notice

18 Jun

Update Applicable to:Effective date
All employers regardless of size and sectorSee details below

What happened?

On May 16, 2024, the “Right to Disconnect” bill, AB 2751, in California was put on hold by the California State Assembly Committee on Appropriations. This implies that the bill has essentially been unsuccessful for the rest of the legislative session of 2023-2024 in California.

What are the details?

Under the bill, employers would have had to create policies that allowed workers to ignore communications sent by their employers during their off hours. For additional information, please visit our previous update below:

Despite the bill’s status, it is important to note that the situation could change, and it is always a good idea to check the latest updates from reliable sources. If approved, employers would have to create a “Right to Disconnect Policy.,” meaning that employers are not yet fully out of the water.

Business Considerations

  • Employers should stay informed and monitor the latest developments regarding the bill. Even though it is currently shelved, it could be reintroduced, or similar legislation could be proposed in the future.
  • Employers should review their policies to consider whether current policies on employee communication during non-working hours are fair and respectful of employees’ personal time.
  • Employers should set clear expectations if employees are expected to be available outside of their regular working hours, communicating it clearly and coming to an agreement, which should be documented and signed by all parties.
  • Employers should respect personal boundaries, encouraging a culture that respects personal time and avoid sending non-urgent communications outside of working hours.
  • Employers should promote a healthy work-life balance and foster an environment that supports a balance between work and personal life. This can lead to increased employee satisfaction and productivity.

Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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