In a bid to clear the separation between professional and personal time, Kerala is set to introduce a Right to Disconnect Bill.
Chief Whip and Kanjirappally MLA Dr N Jayaraj is set to move the private bill in the current session of the state assembly. The Right to Disconnect Bill 2025 aims to legally protect private sector employees from after-hours work demands.
As per the bill, private sector employees should not be required to attend phone calls, emails, video conferences or text messages beyond their contracted working hours. The bill adds that employees who choose to utilise this right should be protected from disciplinary actions such as demotion or dismissal. The proposals will not override any existing laws, according to the bill.
One of the proposals within the bill is the establishment of a Private Sector Employment Grievance Redressal Committee in each district. This committee will be chaired by the regional joint labour commissioner, with the district labour officer acting as secretary and the deputy labour commissioner as a member.
The committees will have the right to obtain reports from companies on employment practices, examine cases of layoffs citing financial reasons, address complaints of overtime work, and review applications for overtime pay. This will also instruct companies to establish counselling facilities for workers.
The Right to Disconnect Bill 2025 will be a monumental step in India’s bid towards employee welfare. With Kerala emerging as the first state to debate this form of legislation, workers and activists are looking forward to what comes next. Prathidhwani, the welfare organisation for IT employees across Kerala, took to Facebook to showcase its support for the bill.
“This is a landmark step towards safeguarding the mental health, dignity, and personal freedom of private sector employees in Kerala,” the group stated. It also applauded the proposal to establish Private Sector Employment Grievance Redressal Committees in every district.
“These committees will play a vital role in addressing employee grievances related to workload, overtime compensation, workplace surveillance, and overall fair treatment,” the union added.
