As of 13 August 2026, AI can only partly create a right to disconnect policy for your UK business.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open GOV.UK guidance on employment rights and working time, and gather your current contracts, handbook sections, working-hours rules and any on-call arrangements.
   2. Write down your normal working hours, time zones, communication tools, expected response times and the situations that genuinely require out-of-hours contact.
   3. Add your business details, workforce arrangements, equality or accessibility considerations and reporting route to the prompt, without including unnecessary personal data.
   4. Paste the completed prompt into ChatGPT, Claude or Gemini and ask it to produce the policy, manager checklist, staff announcement and legal-review checklist in separate sections.
   5. Compare every operational rule in the draft with your contracts, existing policies, rota arrangements and actual management practice, then replace unsupported assumptions in brackets.
   6. Check each legal point against current GOV.UK material and send the draft, contracts and legal-review checklist to a UK employment solicitor before adoption.
   7. Consult affected employees or representatives, record the changes agreed, publish the approved version in the handbook and brief managers on the escalation and exception rules.

   Prompt

   Create a draft right to disconnect policy for a UK business using the information below. Treat this as a drafting exercise, not legal advice. Do not claim that UK law gives employees a specific right unless you can point to current GOV.UK material, and flag every point that needs checking by a UK employment solicitor.
   
   Business: [business name and sector]
   Workforce: [number of employees, locations, employment types and any shift or on-call arrangements]
   Normal working hours: [hours and working days]
   Time zones: [relevant time zones]
   Communication channels: [email, chat, phone, collaboration tools]
   Expected response times: [existing expectations]
   Genuine out-of-hours needs: [incidents, customer support, on-call work or other exceptions]
   Existing policies and contracts: [relevant wording or summaries]
   Equality, accessibility or caring considerations: [known considerations]
   Reporting route: [who employees contact about breaches or concerns]
   Consultation plan: [who will be consulted and how]
   
   Produce:
   1. A plain-English policy with purpose, scope, definitions, normal communication hours, employee and manager expectations, exceptions, emergency contact rules, recording or monitoring, concerns and complaints, review arrangements and version control.
   2. A short manager implementation checklist.
   3. A staff announcement explaining what changes and what does not.
   4. A list of missing information and assumptions.
   5. A legal-review checklist separating statements to verify against current GOV.UK guidance from issues for a UK employment solicitor.
   
   Do not invent working arrangements, legal rights, consultation outcomes or contractual terms. Use brackets for information that is missing. Keep the policy practical, proportionate and consistent with the supplied business information.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.