Feet in the sand, but your mind is still in your inbox. Your body is on holiday, yet your thoughts are already (or still) back at work, worrying about that inbox which never seems to take a vacation. In some German companies, such as Daimler, Volkswagen and Deutsche Telekom, employees do not have to deal with this stress. They can activate Mail on Holiday.
What is Mail on Holiday ? The concept is simple: while employees are on leave, incoming emails are automatically deleted. The sender receives an automatic reply explaining that the email has not been delivered and suggesting they contact someone else if their request is urgent.
It may sound surprising, but it raises an important question for employers : how can the right to disconnect be made truly effective ? Is it enough simply to ask employees not to respond to emails ? Or should employers go further by imposing a technical solution on both employees and their correspondents?
What about France ? The 2016 Labour Law requires companies with more than fifty employees to negotiate arrangements concerning the right to disconnect. In practice, most collective agreements focus on good practices, such as limiting emails outside working hours, raising managers’ awareness, and scheduling emails to be sent during business hours. Only a few agreements go so far as to prohibit communications or disable access outside working time.
Case law has also helped clarify the scope of the right to disconnect. In a recent decision, the French Supreme Court held that where an employee fails to follow the company’s guidelines and chooses to check their emails voluntarily, they cannot claim compensation for a breach of their right to disconnect, provided there is no evidence that they were expected to deal with incoming emails immediately (Cass. Soc., 25 mars 2026, n°24-21.098).
So, should France adopt Mail on Holiday ? While it is undoubtedly a radical solution, France has instead opted to preserve individual freedom. As the holiday season approaches, it is certainly worthwhile reminding employees of the provisions of any collective agreements concerning the right to disconnect. Ultimately, the right to disconnect is not merely a matter of digital wellbeing, it is also a matter of workplace organisation.
Holidays pass. Good organizations remain.
ærige supports you.
