IN a recent study conducted by People2people Recruitment, statistics emerged regarding the impact of digital expectations on employees' work-life balance.

With 56% of respondents reporting an expectation from their employers to check emails and work apps outside of work hours, the findings shed light on the nature of digital connectivity in today's workforce.

Of those who acknowledged this expectation, a staggering 77% indicated that it was implied rather than explicitly stated by their employers, highlighting the pressures employees may feel to remain digitally engaged beyond traditional working hours.

The study revealed concerning trends regarding the amount of time spent on work apps and emails during both work and personal time. While 30% of respondents reported spending no time on work-related digital

platforms outside of work hours, the remaining 70% admitted to varying degrees of engagement, with 25% spending over 5 hours per week attending to work emails and apps outside of their designated work time.

"These findings underscore the need for greater awareness and action surrounding the issue of digital boundaries in the workplace. With the new right to disconnect legislation coming into place, employers are set to be faced with an added layer of difficulty when it comes to managing employees who request flexible work hours," says Catherine Kennedy, NSW Managing Director of People2people Recruitment.

"While advancements in technology have undoubtedly improved productivity and connectivity, they have also blurred the lines between work and personal life, leading to potential burnout and decreased well-being among employees."

In response to these growing concerns, several jurisdictions have introduced legislation aimed at safeguarding employees' right to disconnect from work-related communications outside of their contracted hours. Most notably, France recently implemented a "right to disconnect" law, which requires companies with over 50 employees to establish specific policies governing digital communication outside of working hours. Australia is next in line.

"While legislation such as the right to disconnect law is a positive step towards addressing the issue, it is essential for employers to proactively promote a healthy work-life balance within their organisations," adds Kennedy. "This includes setting clear expectations around digital availability, fostering a culture of respect for employees' personal time, and encouraging open communication around digital boundaries."

• Catherine’s advice to assist organisations navigate digital connectivity and work life balance includes:
• Establish clear guidelines regarding digital availability outside of work hours, by communicating expectations to employees.
• Promote a culture that values downtime and encourages employees to disconnect from work-related communications.
• Lead by example by respecting employees' personal time and refraining from sending non-urgent emails outside of work hours.
• Utilise technology, tools and platforms that enable employees to manage their digital workflow more effectively