Wisconsin lacks a “right to disconnect” law granting employees immunity from work communications outside hours, unlike states exploring such policies or nations like France. Labor laws emphasize at-will employment, minimum wage, overtime under the FLSA, and workplace safety via DWD regulations, but offer no statutory protection against after-hours emails or calls.​
Work-Life Balance Approach
Employers must provide meal breaks (30 minutes unpaid after 6 hours) and rest periods, but remote work boundaries rely on company policy or union agreements rather than mandates. The state prioritizes family/medical leave mirroring FMLA for larger firms, focusing on time off rather than disconnection.​
Key Labor Protections
- At-will status allows termination without cause, barring discrimination or retaliation.
- Overtime kicks in at 40 hours weekly; no daily limit.
- Utilities face strict disconnection rules for residential service, protecting vulnerable households, but this doesn’t extend to employee rights.​
SOURCES
[1](https://docs.legis.wisconsin.gov/document/administrativecode/PSC%20113.0304)
[2](https://www.assemblydems.com/CivicAlerts.aspx?AID=12356)
[3](https://www.postercompliance.com/blog/right-to-disconnect/)
[4](https://www.justiceatwork.com/do-you-have-the-right-to-disconnect/)
[5](https://dpm.wi.gov/Hand%20Book%20Chapters/WHRH_Ch_746.pdf)
