Your guide to logging off after work—confidently and without guilt

In a world that equates responsiveness with reliability, the act of logging off—truly logging off—can feel transgressive. But as boundaries blur and burnout becomes ubiquitous, knowing how to disengage without derailing your professional credibility is no longer a luxury. It’s a necessity. 

In fact, the Right to Disconnect has emerged as a quiet revolution. At its core, it is the radical idea that employees should not be tethered to their jobs after hours—that rest, recovery, and personal time are not luxuries, but necessities. From France’s legal codification of this right to Portugal’s fines for after-hours emails, the global momentum signals a reckoning with the digital-age erosion of boundaries. Yet implementation remains patchy and complex, especially in economies like India, where hustle culture often overrides labour protections. Mind you, the Right to Disconnect is not about doing less—it is about doing better, by acknowledging that meaningful productivity begins with humane work conditions. 

We spoke to two leading voices at the intersection of leadership and workplace well-being—Srinivasa Addepalli, founder and CEO of GlobalGyan Leadership Academy, and Akanksha, founder of Re:Set—for actionable steps to help professionals reclaim their time while remaining respected and relevant.

Redefine “availability” on your terms

in today’s workplace scenario, availability, as a performance metric, is often misunderstood. But as Addepalli argues, “Don’t be present everywhere; be present where it matters.” The key lies not in constant presence, but in intentional engagement—showing up with energy, responding with thoughtfulness, and delivering outcomes with consistency. This shift from being time-driven to outcome-driven builds a professional brand rooted in value, not volume. This allows you to protect your personal time—not as an exception, but as a rule reinforced by trust and credibility.

Have the conversation 

Boundaries are not assumed; they’re articulated. According to Akanksha, the most overlooked yet effective strategy is simply having a constructive conversation with your manager. “Talk about your priorities, your peak hours, and how you function best,” she says. Transparency about how you work fosters alignment and demonstrates self-awareness. Framing flexibility not as a compromise but as a productivity tool can help managers understand that your need for space is rooted in performance, not preference.

Use communication tools with precision and purpose

Technology can either hijack your time or protect it—it depends on how you use it. Addepalli recommends something as deceptively simple as optimising your email subject lines: flag urgency, define next steps and minimise ambiguity. Akanksha suggests embedding work-hour disclosures into email signatures to subtly reinforce boundaries. These are not just digital flourishes; they’re strategic moves. By setting expectations through tools like auto-replies or calendar blocks, you redefine the rules of engagement—clearly, calmly, and without apology.

Let the data speak for you

In an environment where optics often overshadow outcomes, data can be your quiet ally. “If you consistently deliver what matters, nobody cares how many hours you have worked,” says Addepalli. Akanksha echoes this sentiment, highlighting that rest is not just recovery—it’s performance-enhancing. When your metrics are solid, your autonomy becomes less negotiable and more deserved. Over time, the quality of your output silences any scepticism about your hours, reaffirming that disconnection and delivery are not mutually exclusive.

Build a life outside work—and talk about it

It’s easy to forget that the most compelling leaders are also deeply human. “Your weekend art class or 6 am run signals discipline, curiosity and boundaries,” says Addepalli. These out-of-office passions aren’t indulgences; they are testaments to a full, engaged life. Akanksha reminds us that employees are more than their roles, and their wholeness should be acknowledged, not just tolerated. When you share your hobbies or speak openly about downtime, you offer permission—for yourself and others—to live beyond the inbox.

What leaders can—and should—do

Respect digital etiquette—especially at the top

Leadership isn’t just about what you say, but when you say it. As Addepalli points out, the decision to delay sending an email until morning is more than considerate—it’s cultural leadership. “Restraint,” he notes, “could be the new leadership trait.” Akanksha adds that leaders who model disconnection, even imperfectly, normalise it for others. Whether it’s skipping late-night messages or explicitly encouraging teams to log off, leadership by example makes rest a respected—and replicable—act.

Decode the privilege of disconnection—and democratise it

Logging off has often been mistaken as a perk for the powerful. But as Addepalli notes, true disconnection stems not from hierarchy but from self-trust—and trust in your team. The responsibility of building a culture where boundaries are accessible to all rests with leadership. Akanksha recommends watching for signs of overwork—those after-hours emails or burnout symptoms—and intervening early. Boundary-setting, when democratised, becomes a tool for retention, mental health and team-wide resilience.

Lead image: IMDB

Also read: Here's everything we know about the next season of 'Severance'

Also read: Here’s everything we know about the upcoming movies based on The Beatles