Whether a refusal is unreasonable is judged on all the circumstances, and must take into account: the reason for the contact; how it is made and how disruptive it is; the extent to which the employee is compensated (including non-monetary compensation) to stay available or for working additional hours; the nature of the employee's role and level of responsibility; and the employee's personal circumstances, including family or caring responsibilities. Employers should identify roles and situations where out-of-hours contact can reasonably be expected, and whether the pay or allowances compensate for it.
This control maps to 1 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 1 it maps to, and the evidence behind each claim, over MCP and REST.