The right to digital disconnection recognises that, once the shift ends, a worker may decline to answer messages, calls or emails — and likewise during holidays and leave. It does not prohibit writing to them: it prohibits not answering from having consequences.
For a company that is, in practice, an evidentiary problem. If a worker alleges that permanent availability was demanded, what gets examined is the record: the timestamps of messages, the internal regulations, the communications policy, and whether anyone was disciplined for not replying. A company with no written policy has nothing to answer with.
The second change prohibits registries that use former employees' sensitive personal data to limit their access to new jobs: the informal blacklists that circulate between companies in the same sector. It is both an employment prohibition and a data-protection one, and it creates exposure on two separate fronts.
Both are addressed with the same thing: a written policy, communicated, with a record that it was communicated. It is the boring answer and it is the one that works.