In an era where technology enables communication at any time and from any place, the boundary between work and personal life has quietly eroded. For many professionals—particularly those in fast-paced sectors such as law, finance, and consulting—the workday no longer ends when one leaves the office. Instead, the constant ping of emails, messages and notifications creates an “always-on” environment, extending working hours and limiting opportunities to rest and recover.
It is in this context that the Right to Disconnect has emerged as an important concept in modern employment practice.
What Is the Right to Disconnect?
The Right to Disconnect refers to an employee’s ability to disengage from work-related communication outside their agreed working hours, without fear of negative consequences. It is not about reducing productivity or diminishing client service, but about protecting time that allows individuals to recharge, maintain their health, and return to work with clarity and focus.
The underlying principle is simple:
Employees should not be expected to read or respond to emails, calls, or other work communications outside working hours, except in genuine, time-sensitive circumstances.
Why It Matters
Wellbeing in the workplace is now understood as a strategic priority. Studies consistently show that rest supports:
- Clearer judgment
- Higher quality output
- Better emotional regulation
- Lower stress and burnout
- Stronger professional engagement
For legal professionals in particular — whose work demands precision, ethical reasoning and mental acuity — fatigue is not merely inconvenient; it can undermine performance.
Supporting the Right to Disconnect therefore enhances both individual wellbeing and the quality of client service.
A Growing International Movement
Several countries — including France, Italy, Ireland, Spain and Portugal — have enacted formal Right to Disconnect legislation. Meanwhile, across the European Union, discussions are ongoing regarding wider adoption, particularly in relation to remote and hybrid work.
In Cyprus, the Right to Disconnect is already recognised within the framework governing remote working arrangements, and employers are expected to set clear expectations around communication outside working hours.
Our Firm’s Commitment
At Phoebus, Christos Clerides & Associates LLC, we believe that excellence in legal services depends not on constant availability, but on the ability to think clearly, act responsibly, and maintain sound professional judgment.
For that reason, our firm has formally adopted and actively supports the Right to Disconnect across our team.
What This Means in Practice:
- Employees are not expected to reply to messages outside working hours.
- We encourage use of delay-send features for non-urgent communication drafted out of hours.
- Managers and partners are expected to model healthy communication boundaries.
- Exercising the Right to Disconnect will not affect performance evaluation, progression or opportunity.
- In rare situations where urgent after-hours communication is needed, it is carefully limited and compensated appropriately.
We offer this policy not as a trend, but as an expression of our values: respect, professionalism, and sustainable excellence.
Culture Over Compliance
The Right to Disconnect is not merely a clause in a handbook — it is a shift in how we think about work.
It recognises that:
- Rest is productive.
- Boundaries build trust.
- Sustainable performance is more valuable than constant presence.
There will always be days of urgency in the legal profession — but urgency should be the exception, not the expectation.
A workplace where individuals can disconnect is a workplace where individuals can also perform at their best when it matters most.
Conclusion
The future of work is not defined by availability, but by the quality of contribution.
At Phoebus, Christos Clerides & Associates LLC, we are proud to support a working environment where professional excellence coexists with personal wellbeing.
Because protecting our people is not just the right thing to do —
it strengthens our firm, our profession, and our service to our clients.