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Due to the pandemic, we have all heard about those blurred lines being created between work and personal time. Are you finding employees are responding to emails during the night? 


On the one hand, those employees who are responding to emails at anytime during the evening or late at night are very committed and dedicated to their role. However, it could also be that they are not able to switch off from work. This is not healthy for the individual and can also be unproductive for the business. It is not healthy for colleagues to receive emails during the night requesting for information and data, as they may also feel the pressure in replying, which in turn can have an adverse impact on their personal commitments and lead to creating a number of risks for the Company. 

Ten steps to follow 

The following are 10 steps on how to manage employees who regularly send emails outside of work times and in particular late in the evening or during the night. During a regular 121 meeting sit down with the employee and discuss the following: 
1. The times emails are sent out. 
2. Reasons why they are sending emails late in the evening or during the night. 
3. Have they considered the impact this could have on colleagues. 
4. Are they struggling to manage their workload. 
5. Are they feeling under pressure. 
6. Are they having difficulty planning and organising their workload. 
7. Are there any health factors that need to be taken into account. 
8. Are there any other factors in their personal life that is impacting what they are doing. 
9. Do they need any support or training to assist them. 
10. Agree to review the situation. 

Follow up  

Once you have discussed the situation with your employee, make it clear that you would like them to stop sending emails late in the evening and during the night, especially those that are non-urgent. Employers also have a duty of care and should ensure that employees are aware that the timings of emails are monitored. 
Please do not hesitate to contact if you would like to discuss the plan you would like to put in place. Taking HR from 'TO DO' to 'DONE'. 
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