El ejercicio del derecho a desconectar digitalmente del trabajo: su efectividad en las empresas

Abstract

The remote worker, like any other worker who provides services for someone else in a company, has the right to digital disconnection. In order to guarantee the effectiveness of this right, the legislator calls for collective bargaining without further details in the regulations that regulate it. Thus, all companies must have an internal policy of digital disconnection where, after hearing the legal representatives of the workers, not only the mechanisms that guarantee an effective digital disconnection are regulated, but also the training and awareness actions that the company will promote to raise awareness of this issue. Certainly, the right to digital disconnection is called to occupy a central role in the LAN HARREMANAK – REVISTA DE RELACIONES LABORALES, nº 44 / Edición In Press   2 coming years. The exponential increase in remote work as a result of the COVID-19 crisis has only increased the relevance of the issue. Under this premise, in the work presented here, the effectiveness of the law is highlighted in the sense of the position that collective autonomy is adopting with the analysis of certain collective agreements that are beginning to recognize the right and adopt good practices and recommendations that benefit not only the personal and family conciliation of the employee, but also their rest and health.