Missouri lacks a “right to disconnect” law that protects employees from work communications outside working hours, unlike some international policies or proposed bills in states like California. This absence aligns with the state’s business-friendly labor framework, which prioritizes minimal mandates on after-hours employer contact. Instead, Missouri’s labor laws emphasize wage protections, workplace safety, and right-to-work status since 2017, without specific work-life balance statutes addressing disconnection.​
Labor Law Context
Missouri follows federal FLSA standards for overtime and minimum wage but imposes no state-level restrictions on non-exempt employees responding to emails or calls during off-hours. Employers must provide meal and rest breaks for certain shifts, yet no penalties exist for expecting availability beyond scheduled time, leaving work-life boundaries to company policy or contracts. Recent 2026 laws focus on repealing sick leave mandates and easing vehicle inspections, not expanding employee disconnection rights.​
Comparisons and Trends
States like New York and California have explored right-to-disconnect bills, defining nonworking hours and allowing emergencies as exceptions, but Missouri shows no legislative momentum. Nationally, such laws aim to curb burnout, with Australia’s model influencing U.S. discussions, though Missouri’s approach favors employer flexibility over mandated disconnection. Employees may negotiate boundaries via unions or HR, but legal recourse remains limited without new statutes.​
SOURCES
[1](https://www.stlpr.org/news-briefs/2025-08-28/missouri-utilities-disconnect-customers-super-hot-cold)
[2](https://psc.mo.gov/General/Missouri_Cold_Weather_Rule_Takes_Effect_November_1–pr-26-33)
[3](https://www.postercompliance.com/blog/right-to-disconnect/)
[4](https://www.justiceatwork.com/do-you-have-the-right-to-disconnect/)
[5](https://www.fordharrison.com/are-us-employers-ready-for-a-right-to-disconnect-law)
