Tennessee has not enacted a “right to disconnect” law as of January 2026, distinguishing it from states like New York with such mandates. Instead, the state emphasizes flexible labor policies under its at-will employment framework, prioritizing work-life balance through voluntary employer practices rather than strict regulations. This approach aligns with broader U.S. trends where no federal right to disconnect exists, leaving Tennessee workers reliant on company policies for off-hours boundaries.​
Current Legal Status
No specific Tennessee statute requires employers to refrain from contacting employees outside work hours or guarantees a right to ignore such communications. Proposals for right-to-disconnect laws have surfaced in nearby states like Kentucky and Maryland but failed, with Tennessee showing no active legislation in 2025-2026 sessions. Labor laws focus on wage/hour compliance via the Tennessee Wage Regulation Act and federal FLSA, without off-the-clock communication rules.​
Work-Life Balance Approach
Tennessee promotes balance through general protections like maximum 12-hour shifts for some industries and rest breaks, but remote work boundaries remain employer-driven. Employers often adopt voluntary “right to disconnect” policies to boost retention, especially post-pandemic, covering non-exempt workers’ overtime pay for after-hours responses. State incentives for family leave and mental health resources indirectly support disconnection.​
Comparison to Other States
Employer Implications
Businesses in Tennessee face no legal penalties for after-hours contact but risk turnover without boundaries, as surveys show 70% of workers value disconnection. Best practices include clear handbooks defining response expectations and exempting emergencies. Unions or contracts can negotiate stronger protections for public sector roles.
