Desarrollo del derecho a la desconexión digital en el trabajo remoto en Barranquilla en el periodo 2023-2024
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Fecha
2024
Autores
Cervantes Salcedo, Melanne
Serrano Cruz, Adriana Lucía
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
En Colombia, el derecho a la desconexión digital ha ganado una especial relevancia en los últimos años, impulsado en gran medida por el crecimiento de las modalidades de trabajo que dependen de medios tecnológicos, como el teletrabajo y, más recientemente, el trabajo remoto. Estos esquemas laborales se vieron fortalecidos a raíz de la pandemia de COVID-19, ya que las restricciones impuestas para contener la propagación del virus obligaron a muchas empresas a adoptar modelos de trabajo a distancia. En este contexto, el trabajo remoto se consolidó como una modalidad habitual y beneficiosa para muchos trabajadores, debido a las ventajas que ofrece, tales como la flexibilidad en los horarios y la eliminación de la necesidad de desplazarse físicamente al lugar de trabajo. Estos beneficios han sido altamente valorados tanto por empleados como por empleadores, contribuyendo a que este modelo persista y se afiance incluso después de que las restricciones de la pandemia se flexibilizaron.
Sin embargo, la creciente dependencia de la tecnología en las relaciones laborales ha traído consigo desafíos importantes, entre los cuales destaca la dificultad de establecer límites claros entre el tiempo de trabajo y el tiempo de descanso. La posibilidad de estar conectados en todo momento, gracias a los dispositivos móviles y las plataformas de comunicación digital, ha diluido las fronteras entre la vida laboral y personal. Los trabajadores se ven frecuentemente obligados a atender correos electrónicos, mensajes y otras formas de comunicación laboral fuera de su jornada, lo que afecta no solo su tiempo libre, sino también su salud mental y física. Esto ha puesto de manifiesto la necesidad de regular de manera efectiva el derecho a la desconexión digital, un concepto que busca garantizar que los trabajadores no se vean forzados a responder a comunicaciones laborales fuera de su horario contractual.
Con el fin de proteger los derechos de los trabajadores ante estas nuevas dinámicas laborales, el legislador colombiano implementó normativas específicas, como la Ley 2121 de 2021 y la Ley 2191 de 2022. La Ley 2121 de 2021, conocida como la ley de trabajo remoto, regula esta modalidad laboral, mientras que la Ley 2191 de 2022 establece de manera explícita el derecho a la desconexión laboral, reconociendo la necesidad de que los trabajadores puedan gozar de su tiempo de descanso y de su vida personal sin estar atados a las exigencias laborales fuera de la jornada de trabajo. Estas leyes buscan equilibrar la relación entre empleadores y empleados en un contexto donde las tecnologías de la información y las comunicaciones juegan un rol central.
In Colombia, the right to digital disconnection has gained special relevance in recent years, driven largely by the growth of work patterns that depend on technological means, such as teleworking and, more recently, remote work. These work patterns were strengthened by the COVID-19 pandemic, as restrictions imposed to contain the spread of the virus forced many companies to adopt remote working models. In this context, remote work became a common and beneficial modality for many workers due to the advantages it offers such as flexibility in schedules and the elimination of the need to physically travel to the workplace. These benefits have been highly valued by both employees and employers, contributing to the persistence and consolidation of this model even after pandemic restrictions were relaxed. However, the growing reliance on technology in labor relations has brought with it major challenges, among which the difficulty of establishing clear boundaries between working time and rest time stands out. The ability to be connected at all times, thanks to mobile devices and digital communication platforms, has blurred the boundaries between work and personal life. Workers are often forced to attend to e-mails, messages and other forms of work communication outside their working hours, which affects not only their free time but also their mental and physical health. This has highlighted the need to effectively regulate the right to digital disconnection, a concept that seeks to ensure that workers are not forced to respond to work communications outside their contractual hours. In order to protect workers' rights in the face of these new labor dynamics, the Colombian legislator implemented specific regulations, such as Law 2121 of 2021 and Law 2191 of 2022. Law 2121 of 2021, known as the remote work law, regulates this type of work, while Law 2191 of 2022 explicitly establishes the right to disconnect from work, recognizing the need for workers to be able to enjoy their rest time and their personal life without being tied to work demands outside of working hours. These laws seek to balance the relationship between employers and employees in a context where information and communications technologies play a central role.
In Colombia, the right to digital disconnection has gained special relevance in recent years, driven largely by the growth of work patterns that depend on technological means, such as teleworking and, more recently, remote work. These work patterns were strengthened by the COVID-19 pandemic, as restrictions imposed to contain the spread of the virus forced many companies to adopt remote working models. In this context, remote work became a common and beneficial modality for many workers due to the advantages it offers such as flexibility in schedules and the elimination of the need to physically travel to the workplace. These benefits have been highly valued by both employees and employers, contributing to the persistence and consolidation of this model even after pandemic restrictions were relaxed. However, the growing reliance on technology in labor relations has brought with it major challenges, among which the difficulty of establishing clear boundaries between working time and rest time stands out. The ability to be connected at all times, thanks to mobile devices and digital communication platforms, has blurred the boundaries between work and personal life. Workers are often forced to attend to e-mails, messages and other forms of work communication outside their working hours, which affects not only their free time but also their mental and physical health. This has highlighted the need to effectively regulate the right to digital disconnection, a concept that seeks to ensure that workers are not forced to respond to work communications outside their contractual hours. In order to protect workers' rights in the face of these new labor dynamics, the Colombian legislator implemented specific regulations, such as Law 2121 of 2021 and Law 2191 of 2022. Law 2121 of 2021, known as the remote work law, regulates this type of work, while Law 2191 of 2022 explicitly establishes the right to disconnect from work, recognizing the need for workers to be able to enjoy their rest time and their personal life without being tied to work demands outside of working hours. These laws seek to balance the relationship between employers and employees in a context where information and communications technologies play a central role.
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Palabras clave
Desconexión digital, Desconexión laboral, Trabajo remoto
