Idaho has no “right to disconnect” law mandating employees ignore off-hours work communications without penalty, unlike proposals in states like California or New York. Instead, its labor laws emphasize at-will employment and voluntary work-life balance, relying on existing FLSA wage rules for off-clock pay rather than mandated disconnection.
Work-Life Balance Approach
Idaho prioritizes employer flexibility over strict mandates, with no statutes forcing after-hours email policies or anti-retaliation for ignoring messages.​
New 2026 laws focus on unrelated areas like taxes and guns, skipping disconnect rights amid national debates.​
Employers often adopt voluntary boundaries via handbooks to boost retention, aligning with Idaho’s business-friendly stance.​
Key Labor Protections
Minimum wage sits at $7.25 federally matched, with overtime after 40 hours—no off-hours premium unless contracted.​
At-will hiring allows termination anytime without cause, so disconnecting risks job security absent company policy.​
Rest breaks remain unregulated except federal meal rules for large shifts; unions cover 5% of workers for added leverage.​
National Context
Proposals stalled in California (AB2751) and New Jersey would require written disconnect policies for bigger firms, but Idaho lawmakers show no interest.​
France’s 2017 law inspired global trends, yet U.S. states lean toward voluntary wellness incentives over mandates.
