> Technology often creates unrealistic demands on workers’ time – this is not controversial. However, it also plays an important role in providing flexible work

> Technology often creates unrealistic demands on workers’ time – this is not controversial. However, it also plays an important role in providing flexible working hours. Some of us may be willing to work late evenings as it gives us time off in the day to tend to family or household chores. Some like to use their daily commute time to catch up on work. Besides, more and more people are working remotely these days or with colleagues in other time zones. For them to switch off at a particular time of the day may not be practically feasible. Ultimately, it boils down to clear communication, expectation, and boundaries. I work in what I believe to be a very healthy team (I know that because I have also worked in very unhealthy teams). If I am not in the office, there is no expectation of me being available in any way - responding to emails off hours is a bonus, something I do becaue I enjoy my work. This also means that I am aware that if I email a coworker on a Saturday night because I feel like it, I have no expectation for them to get back to me until Monday morning. In fact, I might hold back from sending that email on Saturday night because I know that they're nice and might feel compelled to reply right away if they see it - and who am I to steal 30 minutes of their Saturday night? If we have an important deadline coming soon, or something that requires more sustained attention, then we put things in place to deal with that (eg an on call system) - but again making expectations and boundaries clear. If you are on call for database monitoring from 9p-1am, it doesn't mean you are free for reviewing patches during that time. It took many jobs before I found one as healthy and sustainable as my current one - I think it's pretty damn rare. One passive aggressive manager or insecure PM can lead to everyone scrambling to prove themselves, have a culture of "everything is always on fire and always at the highest priority", and so on. I don't think laws targeting directly the symptoms of a dysfunctional employer/employee relationship are going to be very effective. Who enforces them? Peer pressure is a terrible thing - if a new employee joins a company where everyone is expected to reply to emails at any time of the day or week, what are they to do? Lawsuits are expensive and draining, and employees are rarely the ones to hold the power in the employment relationship. The hopes I have revolve more around general, universal social support - think universal health insurance, basic income, etc. Ideally, these would let employees be much more flexible and free in how they can deal with abusive managers and dysfunctional cultures - namely by voting with their feet because paying for rent and diapers is not a concern.