Commentary: We need some give-and-take when it comes to after-hours work communications

However, some employees are pessimistic – they cite instances where texts, emails or calls are regular during after-hours and weekends. They are concerned that the need to maintain a competitive economy and the entrenched culture among workers here to be available round the clock may be insurmountable obstacles.

But are they really zero-sum? There is a quiet stirring the answer is no.

Labour Member of Parliament Melvin Yong (Radin Mas) even suggested adopting a “right to disconnect” law to help employees have protected time to rest and recharge, citing that France is one country which successfully implemented such a legislation.

Mr Yong argued that rest is linked to worker productivity.

In reality, things are not so simple. There must be give and take on both sides.

Locally based employees of global multinational corporations that operate across time zones are often required to attend after-hours conference calls. Those in essential services need to always remain contactable.

This has nothing to do with a 24/7 work culture and everything to do with exigencies of service. For instance, working longer hours to meet a deadline or to attend to unforeseen crisis events are part of many people’s job scopes.

But this does not mean employees should simply accept that their work and personal lives will always meld and they have no choice in the matter.

Increasingly, workers are realising that while they may have to attend to after-hours calls, texts or emails, they want greater flexibility in their work hours.

For instance, some prefer to block out time during the day to focus on their kids as they juggle home-schooling or childcare, and then come back to complete work assignments in the evening hours.

WHAT IS UNACCEPTABLE?

But the challenge remains as to how much of this flexibility leads to an unhealthy expectation of staff to be “always on”? What is the threshold that makes this unacceptable?

Traditionally, the relationship between employer and employee is governed by an employment contract. The employer provides compensation and tenure in return for fulfillment of job responsibilities, usually supported by an employee handbook.