My recommendation (working 100% remote since 2018). 2b - have a separate work phone If people choose to send emails outside business hours it's their choice, b

My recommendation (working 100% remote since 2018). 2b - have a separate work phone If people choose to send emails outside business hours it's their choice, but you don't have to answer. If you do, as part of your contract... Well, you saw the contract before you agreed right? 2c - Set clear boundaries between when you're off work, off, but on call and at work. How? Personally I don't mind being "on call" for <25% of a time, but I absolutely positively have to have extra money every single hour I'm on call(lets say 10~20% of normal hourly rate), and 150~200% rate for incident response time. That's the only way I can do it. But what if your employer pays you double the hourly rate all the time and "implies" it's a 24/7 on call commitment? Isn't that even better financially? Well, yes, but it's definitely not better for my peace of mind. Somehow I don't mind being on call when I see a tally for it at the end of each month, if it "just happens" (and frequently) I quickly start hating it.