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Instrumentos de gestão em diálogo com os limites impostos pelo direito do trabalho : os impactos da nova cultura organizacional no direito à desconexão
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Abstract(s)
A delimitação do tempo de trabalho tem sido uma questão central do direito do trabalho desde a sua origem. Contudo, a evolução tecnológica e a flexibilização das relações laborais trouxeram novos desafios, tornando mais difusa a fronteira entre tempo de trabalho e de descanso. Nas sociedades mais desenvolvidas, observa-se uma cultura empresarial que incentiva a conexão permanente, associando produtividade à disponibilidade contínua dos trabalhadores. Em resposta a essa realidade, o legislador português introduziu o artigo 199.º-A do Código do Trabalho, estabelecendo o dever de abstenção de contacto por parte do empregador fora do horário laboral. No entanto, a eficácia desta norma enfrenta desafios culturais e práticos. Paralelamente, práticas como o teletrabalho e o team building, promovidas como ferramentas de maior bem-estar e flexibilidade, podem, paradoxalmente, intensificar a pressão sobre os trabalhadores e dificultar a efetivação do direito à desconexão. Esta dissertação procura analisar a evolução deste direito, o seu enquadramento jurídico e os impactos da cultura organizacional na sua aplicação.
The delimitation of working time has been a central issue in labor law since its inception. However, technological advancements and the flexibilization of labor relations have introduced new challenges, increasingly blurring the boundary between working time and resting periods. In more developed societies, there is a corporate culture that encourages constant connectivity, linking productivity to the continuous availability of workers. In response to this reality, the Portuguese legislator introduced Article 199.º-A of the Labor Code, establishing the employer’s duty to refrain from contacting employees outside of working hours. However, the effectiveness of this provision faces cultural and practical challenges. At the same time, practices such as telework and team building, promoted as tools for greater well-being and flexibility, may paradoxically increase pressure on workers and hinder the enforcement of the right to disconnect. This dissertation aims to analyze the evolution of this right, its legal framework, and the impact of organizational culture on its implementation.
The delimitation of working time has been a central issue in labor law since its inception. However, technological advancements and the flexibilization of labor relations have introduced new challenges, increasingly blurring the boundary between working time and resting periods. In more developed societies, there is a corporate culture that encourages constant connectivity, linking productivity to the continuous availability of workers. In response to this reality, the Portuguese legislator introduced Article 199.º-A of the Labor Code, establishing the employer’s duty to refrain from contacting employees outside of working hours. However, the effectiveness of this provision faces cultural and practical challenges. At the same time, practices such as telework and team building, promoted as tools for greater well-being and flexibility, may paradoxically increase pressure on workers and hinder the enforcement of the right to disconnect. This dissertation aims to analyze the evolution of this right, its legal framework, and the impact of organizational culture on its implementation.
Description
Keywords
Tempo de trabalho Tempo de descanso Direito à desconexão Dever de abstensão de contacto Equilíbrio entre vida pessoal e profissional Cultura empresarial Team building Working time Rest time Right to disconnect Duty to refrain from contact Work-life balance Corporate culture
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Without CC licence