Right to Disconnect in Ireland: What Employees and Employers Need to Know (2026)

Ireland introduced a Right to Disconnect Code of Practice in April 2021, giving employees the right to disengage from work outside normal working hours — without fear of professional consequences. With remote and hybrid working now deeply embedded in Irish working culture, understanding this right has never been more important for both employees and employers. This guide explains what the right to disconnect means in practice.

What Is the Right to Disconnect?

The Right to Disconnect is enshrined in the Workplace Relations Commission’s Code of Practice for Employers and Employees on the Right to Disconnect (2021). It gives employees three specific rights:

  1. The right not to routinely perform work outside normal working hours
  2. The right not to be penalised for refusing to attend to work matters outside normal working hours
  3. The right to be free from work-related communications — emails, phone calls, messages — during out-of-hours periods

Is the Right to Disconnect Legally Enforceable?

The Code of Practice is not legislation — it does not directly create legal rights enforceable through the courts. However, it is admissible as evidence in proceedings before the WRC and Labour Court. An employer who persistently contacts employees outside hours, penalises those who don’t respond, or fails to have a Right to Disconnect policy may face claims under the Organisation of Working Time Act or the Safety, Health and Welfare at Work Act.

Employer Obligations

The Code recommends that employers:

  • Develop and implement a Right to Disconnect policy
  • Include right to disconnect provisions in employment contracts or remote working policies
  • Train managers on appropriate out-of-hours communication expectations
  • Develop a culture where employees feel comfortable not responding outside hours
  • Use technical tools (e.g., email scheduling, out-of-hours auto-replies) to support the right in practice

What Employees Should Know

  • You have the right to ignore work emails and calls outside your contracted hours — as a general principle
  • Exceptional circumstances (genuine emergencies) may justify out-of-hours contact — but should be rare
  • You cannot be penalised, demoted, or disadvantaged for exercising your right to disconnect
  • If you are regularly expected to work outside hours, this may affect your pay entitlements and working time rights

Remote Working Agreements

The Code is particularly relevant for remote workers. Remote working agreements should clearly set out normal working hours, expectations around communication, and the right to disconnect. Our Employment Contract service covers remote working terms in detail.

Need to update your employment contracts or policies for remote workers? See our Employment Contract service and Business Terms of Trade. Book a 30-minute consultation with one of our employment solicitors today.

This article is for informational purposes only and does not constitute legal advice.

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