Maine lacks a statutory “right to disconnect” law as of 2025, unlike several other states and countries that mandate employee disengagement from work communications outside hours.​
Work-Life Balance Initiatives
Maine promotes work-life balance through labor updates like LD 55, effective September 2025, which allows carryover of unused earned paid leave and accrual during employment. No specific right-to-disconnect policy exists, but general labor laws encourage reasonable working conditions under the Maine Department of Labor. Employers face no mandates for after-hours disconnection, though off-the-clock work risks wage claims under state and federal rules.​
Related Labor Protections
Recent reforms focus on paid leave accrual rather than digital disconnection, with no bills advancing on after-hours communications in 2025 sessions. Utility disconnection rules tightened via LD 1949, protecting residential customers from service cuts during assistance enrollment, but unrelated to employee rights. Mental health considerations tie into broader ADA and FMLA obligations for continuous connectivity impacts.
SOURCES
[1](https://legislature.maine.gov/legis/bills/getTestimonyDoc.asp?id=195569)
[2](https://www.scribd.com/document/895361750/The-Right-to-Disconnect-Act-2025-Final)
[3](https://www.laborandemploymentlawcounsel.com/2021/08/the-right-to-disconnect-for-employees/)
[4](https://www.postercompliance.com/blog/right-to-disconnect/)
[5](https://www.akerman.com/en/perspectives/hrdef-the-right-to-disconnect-in-the-us-what-employers-need-to-know-about-emerging-proposals.html)
