Mississippi lacks a specific “right to disconnect” law, relying instead on federal standards like the Fair Labor Standards Act (FLSA) for work-life balance protections. This approach emphasizes compensation for after-hours work rather than outright disconnection rights, differing from emerging proposals in states like California.
Right to Disconnect Overview
The “right to disconnect” allows employees to ignore work communications outside working hours without penalty, enacted in places like France and Australia but not yet in any U.S. state as of 2026. In Mississippi, no state legislation mirrors this; proposed U.S. bills, such as California’s AB 2751, have stalled without advancing nationally or locally.
Mississippi’s Labor Framework
Mississippi follows FLSA rules: non-exempt employees must be paid overtime (1.5x regular rate) for hours over 40 per week, including any after-hours tasks like checking emails if “suffered or permitted” by the employer. Exempt employees (e.g., salaried professionals) receive no such overtime, leaving work-life boundaries to company policy or contracts. Federal FMLA provides up to 12 weeks of unpaid, job-protected leave for family or medical needs, supporting balance indirectly.
After-Hours Work Policies
Any off-clock work via phone or email counts as compensable time for non-exempt workers, even if minimal, prompting employers to set clear expectations. State guidelines require employees to prioritize duties during scheduled hours but do not prohibit or protect ignoring after-hours contact. A 2026 law expands paid parental leave for state workers, hinting at growing balance focus without addressing disconnection.
Comparison to Other Approaches
This table highlights Mississippi’s compensation-centric model versus policy-driven disconnection rights elsewhere.
