SHRM Opposes New Jersey’s Proposed ‘Right to Disconnect’ Bill, Citing Flexibility Concerns

Trenton, NJ — March 2025
A proposed New Jersey bill aiming to give employees the “right to disconnect” from work communications outside of regular working hours has ignited a sharp debate among labor advocates and business organizations. The Society for Human Resource Management (SHRM) and its New Jersey affiliate have publicly opposed the legislation, arguing that it imposes an inflexible, one-size-fits-all framework that could hurt both employers and employees.

About the Bill

Introduced in the New Jersey State Legislature, the bill would require certain employers to establish formal policies that limit electronic communications—such as emails, texts, or calls—to working hours, unless the communication is deemed an emergency or agreed upon in advance. Employers would be barred from penalizing employees for failing to respond outside their scheduled time.

The legislation is modeled after similar “right to disconnect” laws enacted in countries like France and Spain, aimed at curbing burnout, improving work-life balance, and addressing the mental health impacts of constant connectivity.

SHRM’s Position

The New Jersey affiliate of the Society for Human Resource Management (SHRM) has voiced strong opposition to the bill. In a public statement, SHRM emphasized that while the intention to protect employees' personal time is valid, the proposed approach could have unintended negative consequences.

“This type of blanket regulation does not take into account the diversity of work arrangements and the evolving nature of flexible work,” SHRM argued. “Many professionals value the ability to manage their time and workload in a way that suits their individual circumstances, and this bill could restrict that autonomy.”

SHRM also raised concerns that the bill may interfere with the needs of businesses that operate across time zones, rely on customer service responsiveness, or involve roles that require occasional after-hours decision-making.

Supporters of the Bill Respond

Supporters of the legislation argue that the bill is a necessary safeguard against the “always-on” work culture, which has intensified during the pandemic-driven shift to remote work. They say that without boundaries, employees face heightened risks of burnout, stress-related illness, and job dissatisfaction.

“New Jersey workers deserve the right to peace and personal time without the fear of retaliation,” said one of the bill’s co-sponsors. “This legislation ensures basic respect for workers’ time, which is essential for long-term productivity and mental health.”

What’s Next

The bill is currently under committee review, and public hearings are expected to be held in the coming months. If passed, New Jersey would become one of the first states in the U.S. to adopt a statewide right to disconnect law.

Key Takeaways for Employers and HR Leaders

• If enacted, employers will need to develop written policies clarifying employee communication boundaries.
• There may be exceptions for emergencies or job functions that require after-hours availability.
• HR departments will need to balance compliance with ongoing efforts to support employee flexibility and autonomy.

For now, HR professionals are encouraged to stay informed, participate in public discussions, and review internal communication practices as the debate unfolds.

Source:
HR Dive. (2024). SHRM Challenges New Jersey ‘Right to Disconnect’ Bill. https://www.hrdive.com/news/shrm-challenges-new-jersey-right-to-disconnect-bill/734587