Hyperconnectivity at work is a phenomenon that affects many employees in businesses. The reason is to analyze the risks that this practice entails and how to avoid it.
Hyperconnectivity is a phenomenon that affects many companies, including those in the digital sector. To stop this or control how certain employees manage their work time, there are solutions. A 2023 study found that 31% of employees surveyed had been exposed to this phenomenon. The latter indicated that he sends emails after 20:00 on more than 50 evenings a year.
In short, hyperconnectivity can be seen as a paradigm shift in the world of work. It can manifest itself as digital stress, expressed as a sense of urgency, work overload, or work spilling over into the personal sphere. This condition can then lead to the addition of new mental workload. One of the most dramatic consequences can be burnout.
Thus, in a work environment, employees’ uncontrolled connection to their work tools can lead to work overload, loss of productivity, loss of motivation, or even lead to depression or possible sick leave. These are, to put it mildly, the most important aspects regarding health and safety at work. Components for which the employer is responsible.
The risks of this phenomenon are of concern to both employees and the company. For companies, this can cause a drop in productivity, a drop in internal cohesion, or even a lack of accountability for teams.
Promote the right to disconnect
To counter the phenomenon of hyperconnectivity, companies can emphasize the existence of a right to disconnect. This can be understood as the right not to connect to a professional digital tool outside of working hours. In this way, this faculty can be part of an approach to improving working conditions. The idea is also to promote balance between professional and personal life.
France was one of the first countries to take on this issue and incorporate it into its national legislation. In Europe, only 9 countries currently take into account this right. There is no text at the community level at this time. However, input is expected from the European Commission.
Strictly speaking, there are no sanctions for non-compliance with the right to disconnect. On the other hand, the employer of a company with at least 50 employees may be fined up to 1% of the remuneration paid for the relevant period. This liability may arise if he has not initiated the mandatory annual QVT negotiations. These negotiations must include the right to disconnect. If there is no standard agreement, companies are required to negotiate this issue internally.
A Charter to Avoid Hyperconnectivity
Professionals recommend publishing a digital charter as a tool to reduce hyperconnectivity. Its content may contain a preamble recalling the existence of the right to disconnect and its purposes. Best practices can be reminded with daily and weekly rest times. You can also mention the time during which employees are not required to respond to emails and other professional communications.
From a legal point of view, as of December 2022, the text regarding hybrid work arrangements is presented in the form of an amendment. The latest, supported by Numeum, was published in the Official Journal on March 16, 2024. It is then extended to all Syntec affiliate companies, including those whose trade union organizations have not signed the agreement.
Olivier Robillard
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