Arpit Garg & Jaishree Bhadauria, IMS Unison University, Dehradun
Introduction
“Everyone has the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay”
An ordinary employee until the last decade would generally perform their work within eight to nine hours all through the weekdays and would return home to a comfortable, peaceful and resting environment. It was then when returning home simply didn’t mean returning physically, it meant more. It would be to suggest that work-life integration was well-fully handled by organisations and its employees, efficiency and effectiveness did not take its root from how prompt an individual is in responding to the calls and emails.
Digital revolution has brought a great deal of change in the corporate world, it has paced up productivity by fastening the communication process among departments and organisations, however the corporate world did not make a qualified switch until the COVID-19 pandemic. It is in beginning of year 2020, that various sectors had no other option but to abide by the social distancing guidelines and nationwide lockdowns and therefore in such circumstances the organisations adopted the REMOTE WORK CULTURE[1]. Remote work culture also known as teleworking is the culture whereby employees of an organisation work from a distant place and not travel to or commute to the organisational offices. The concept of remote work does suggest flexibility in work however people tend to ignore the aspect of not being able to escape work at all, with mobile phones, laptops, desktop at their homes, people accommodate office with home subconsciously, and this is how flexibility is served as a perk to employees. When the lines blur between the professional hours and hours off work, work-life integration of individuals stands at a risk.[2]
