Labour8/18/2026

Constant Availability from Home May Require Payment

Israel has no law enshrining a “right to disconnect” after the workday ends. Nevertheless, constant availability from home may be considered working time or on-call duty requiring payment, as labor law expert Elad Morag explains.

Key facts

•The publication was updated on August 18, 2026
•Israel has no standalone law on the “right to disconnect”
•Constant availability may be compensated as overtime work or on-call duty
•Disclosure of a personal number depends on consent and proportionality
•Tracking requires a clear purpose and a transparent policy

A One-Time Response or Ongoing Work

A brief, one-time request—such as locating an email or answering a simple question by phone—is unlikely to be recognized as full working time. The situation is different when requests become constant, take considerable time, and become an integral part of the job. The employer must then pay for this activity as overtime work or on-call duty.

What Determines the Parties’ Obligations

Availability limits may be set in the employment contract, and the employer is entitled to impose reasonable job-related requirements. At the same time, both parties are obligated to act in good faith. If a duty of constant availability is imposed after employment begins, when no such condition previously existed, this may be considered a material deterioration in working conditions and, under certain circumstances, may give the employee grounds to resign with the legal status of having been dismissed.

Personal Phones and Expenses

Providing a personal number to clients or suppliers and expecting constant availability depend on the employee’s consent, the extent to which the number is disclosed, and the proportionality of the requirement. If a personal phone or computer is regularly used as the main work tool, there is a stronger basis for requiring the employer to provide a device or pay the expenses, in full or in part. If the employer provides the device, the employer may restrict its use to work purposes.

Apps, Tracking, and Privacy

Simply installing a standard app, such as one used to record shifts, does not necessarily require the employer to pay for the phone. But if the app restricts use of the personal device, or if the employer requires location tracking, the issues of payment and privacy become more substantial. According to the case law described, monitoring is permitted primarily during working hours, for a lawful and clearly defined purpose, and subject to providing clear notice about the data collected, the purpose of its collection, and how long it will be retained.

What this means for you

Employees should distinguish between brief, infrequent requests and an ongoing obligation to remain available after a shift. The employment contract, the actual frequency of requests, the time involved, the use of personal equipment, and tracking rules are all of fundamental importance. These matters may also be regulated in a collective agreement or in understandings with the employer.

Find a lawyer for this topic

Case analysis based on court rulings