The move aims to boost productivity and economic growth by preventing the blurring of lines between work and home life, Sky News reports.

The government is exploring models implemented in other countries, such as Ireland and Belgium, where the right to disconnect is already in place. While the specifics of the UK’s implementation remain under discussion, the government emphasises that any policy will be flexible to accommodate varying company structures and individual roles.

The concept of a right to disconnect has gained traction since the pandemic, which simultaneously promoted flexible working practices and blurred the boundaries between personal and professional time. Countries like France and Spain have had similar regulations in place for years, highlighting the growing global recognition of the importance of work-life balance.

Employment law specialist Liam Entwistle, partner at Wright, Johnston & Mackenzie LLP, said: “Modern technology has improved the ease with which we can communicate but has resulted in the boundaries between work and private life being frayed, if not completely eroded.

“However, if employees don’t have opportunity for rest after time off work, they’re less likely to be productive when they are back in the workplace. For that reason, the potential introduction of a ‘right to switch off’ law aligns with the interests of both parties.

“We don’t know what this legislation will look like just yet, but I suspect it is unlikely to be like the French right to disconnect – where employees are not to receive (or are able to ignore) digital forms of communication such as calls, emails and texts outside their defined working hours.”

Mr Entwistle continued: “I think it is more likely to be focussed on protecting employees from being victimised for ignoring communication or allowing a tribunal to make an assumption about unfair treatment, breach of contract or prohibited behaviours, based on holiday contract.

“I also expect there will be some kind of allowance for exceptional circumstances, rather than prohibition of all contact during holidays.

“We’ll have to wait until the Employment Law Bill is introduced before we know the detail, but in the meantime, it would be wise for employers to take a closer look at their holiday practices now.”