Screen addiction, separation anxiety?

legal updates

It is not a recognised psychological disorder, but many of us admit to looking at our phones far too much.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

A marketing business owner has hit the headlines this week for warning phone addicts not to apply for a job with his firm. 

Two months ago, his company began confiscating the mobile phones of his staff, resulting in what he described as some of them as having ‘separation anxiety’.  He says it had reached the point where employees were checking social media updates during staff meetings and something had to be done. 

Smartphone addiction is colloquially known as nomophobia.  It is not a recognised psychological disorder, but many of us admit to looking at our phones far too much.  People who give them up for a significant length time report being able to sleep better, improved memory and improved general wellbeing.  Most Silicon Valley tech giants raise their children tech free or do not permit smart phones because the industry is aware they can be harmful and addictive. 

Besides the potential harm of constant phone use, the potential impact upon productivity and focus in the workplace is the reason Mr O’Shaugnessy began confiscating them until lunchtime.  However, unions have warned that such a strict policy can cause friction and that such rigid control can be reflecting of a culture which lacks trust.  This can in turn impact upon employee engagement and effort. 

Most employers have a mobile phone policy that may or may not be observed to any extent, but based on the headlines this week it seems that more and more employers will be enforcing that policy to some extent and asking that mobile phones are not in use during the working day.


Need help with keeping on track with FCA Regulation and Compliance? Partner with Automotive Compliance

Polly DaviesLegal AdvisorRead More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Get in touch

Complete the form to get in touch or via our details below:

01480 455500

Vinpenta House
High Causeway

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.