The Right to Disconnect as a CSR Imperative: Telework, Mental Health, and Gender Equity in Portugal

The post-pandemic acceleration of digitalization has fundamentally altered the European labor landscape, blurring the boundaries between professional obligations and private life. In response, Portugal pioneered comprehensive labor legislation, specifically Law No. 83/2021, which formally established the "right to disconnect" (Eurofound, 2023). As of 2026, this legislative mandate restricts employer contact outside of contractually defined working hours and reinforces employee protections in digital work environments. Consequently, the right to disconnect has evolved from a statutory labor right into a foundational element of modern Corporate Social Responsibility (CSR) and Environmental, Social, and Governance (ESG) frameworks.

The academic discourse surrounding telework highlights a profound intersection between digital connectivity, occupational health, and gender equity. Research demonstrates that telepressure and expectations of constant availability significantly increase psychosocial risks, including emotional exhaustion and burnout (Barber & Santuzzi, 2015; Eurofound, 2023). Furthermore, this "always-on" corporate culture disproportionately affects female professionals. Across the European Union, women continue to bear a disproportionate share of unpaid domestic labor and caregiving responsibilities, reinforcing structural inequalities in the labor market (OECD, 2023). When corporate cultures demand continuous digital accessibility, women face an intensified double burden, which undermines career progression and limits advancement into senior leadership roles (Chung & van der Horst, 2018).

For Portuguese enterprises, advancing Equity, Diversity, and Inclusion (EDI) necessitates strict adherence to these boundaries. CSR initiatives must systematically address digital presenteeism by instituting transparent communication protocols and restructuring performance evaluation metrics to prioritize qualitative output over perpetual digital visibility. Furthermore, organizations must ensure that remote work policies are not utilized as informal substitutes for adequate parental leave or childcare infrastructure.

By enforcing the right to disconnect, Portuguese organizations can mitigate the psychosocial hazards of modern telework while simultaneously addressing structural barriers that impede gender equity. In 2026, respecting the boundary between work and rest represents a critical dimension of corporate social responsibility and social sustainability.

Reference

Barber, L. K., & Santuzzi, A. M. (2015). Please respond ASAP: Workplace telepressure and employee recovery. Journal of Occupational Health Psychology, 20(2), 172–189. https://doi.org/10.1037/a0038278

Chung, H., & van der Horst, M. (2018). Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking. Human Relations, 71(1), 47–72. https://doi.org/10.1177/0018726717713828

Eurofound. (2023). Right to disconnect: Exploring company practices. Publications Office of the European Union. https://www.eurofound.europa.eu/

OECD. (2023). Gender equality and the distribution of unpaid work. https://www.oecd.org/

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