Working conditions

Pravo na isključivanje: istraživanje praksi u poduzećima

Report
Objavljeno
9 rujna 2021
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Executive summary in 22 languages
Preuzimanje

Osnovni pokazatelji

  • Home-based teleworkers are twice as likely to exceed the 48-hour working time limit as workers onsite and are significantly more likely to work in their free time. Following the shift to telework during the pandemic, this is likely to lead to more hybrid working arrangements in the future, putting the spotlight on whether existing labour legislation is fit for purpose.
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  • Home-based teleworkers are twice as likely to exceed the 48-hour working time limit as workers onsite and are significantly more likely to work in their free time. Following the shift to telework during the pandemic, this is likely to lead to more hybrid working arrangements in the future, putting the spotlight on whether existing labour legislation is fit for purpose.
  • The experience of the first four Member States that have introduced rules and agreements on the right to disconnect prior to 2021 has demonstrated the pivotal role of the social partners in ensuring these rules are translated into reality on the ground. In countries with weaker industrial relations, legislation can provide a fallback option to ensure minimum standards are met.
  • The introduction of the right to disconnect in companies has revealed that a ‘soft’ approach through awareness raising, training and the management of out of hours connection is more common than a ‘hard disconnection’, which severs access to company communication during specific times.
  • New agreements and texts addressing the right to disconnect will need to consider the issues that lead to the ‘perceived’ need for constant connection, such as workload, lack of training and work processes that feed overconnection. High-level buy-in and regular reinforcement of the message on the importance of the right to disconnect will be critical for its success.
  • Although evidence of the impact of the right to disconnect on employee health and well-being, work–life balance, gender equality and company performance is lacking, social partners’ experiences at company level suggest that positive changes in company culture are taking place following the introduction of the right to disconnect.
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Sažetak

Zahvaljujući digitalnim tehnologijama brojni radnici svoj posao mogu obavljati bilo kada i bilo gdje, iz čega proizlaze određene prednosti i nedostatci. Podatci Eurofounda pokazuju da su radnici koji rade na daljinu dvostruko skloniji prekoračenju 48-satnog ograničenja radnog vremena, da se nedovRead more

Zahvaljujući digitalnim tehnologijama brojni radnici svoj posao mogu obavljati bilo kada i bilo gdje, iz čega proizlaze određene prednosti i nedostatci. Podatci Eurofounda pokazuju da su radnici koji rade na daljinu dvostruko skloniji prekoračenju 48-satnog ograničenja radnog vremena, da se nedovoljno odmaraju te da rade u slobodno vrijeme, što utječe na njihovo fizičko i mentalno zdravlje. Kako bi se taj problem riješio, poziva se na uvođenje „prava na isključivanje”. Ovo se izvješće temelji na studijama slučaja u kojima se analiziraju provedba i utjecaj prava na isključivanje na razini radnog mjesta. Ono se nadovezuje na prethodno Eurofoundovo istraživanje u okviru kojeg je utvrđeno povećanje broja kolektivnih ugovora kojima se predviđa pravo na isključivanje u zemljama u kojima je to pravo utvrđeno u zakonodavstvu. Zbog izraženog porasta učestalosti rada na daljinu kao posljedice pandemije bolesti COVID-19 važnost postizanja bolje ravnoteže između prilika i izazova povezanih s radom na daljinu i fleksibilnim radom utemeljenim na IKT-u veća je nego ikad.

 

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Oblici

Istraživanja provedena prije datuma povlačenja Ujedinjene Kraljevine iz Europske unije, odnosno prije 31. siječnja 2020., i naknadno objavljena mogu sadržavati podatke koji se odnose na 28 država članica EU-a. Nakon tog datuma istraživanja obuhvaćaju samo 27 država članica EU-a (tj. EU28 bez UK-a) ako nije drugačije navedeno.

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