Given the popularity of working remotely, the rising cost of living and wages not keeping pace with inflation, it’s no wonder that many employees are working two jobs to make ends meet. While it is technically legal, there are ethical questions for employers to consider. If someone is collecting two paychecks, employers would want to know whether a formal employment contract has been breached, the companies are competitors or the working hours overlap with one another. In short, working two jobs can present a conflict of interest.
From the employee’s perspective, while dual employment does offer additional income, it also comes with some potentially negative effects. Juggling two jobs can be mentally and physically stressful, which can lead to burnout. Feelings of being overworked can mean poor job performance, which can result in being fired from one or both jobs. If the second job is a freelance or consulting position, it may be tempting to not report the income from that job. However, this has the unhappy consequence of legal action for tax evasion.
If an employer suspects that an employee is working a second job, it is important that they verify that this is indeed the case before confronting the employee. An employer can check their employee’s LinkedIn or social media to see whether two jobs are mentioned. A quick Google search can also reveal whether they are involved with another organization. Reviewing attendance records could also offer a clue if they are regularly absent, late or leaving early. Observe to see whether the employee seems stressed, tired or unproductive on the job.
What to do?
If your company does not have a specific policy regarding dual employment, now is the time to put one in place so that all employees are aware of the consequences of holding down two jobs. Once you have confirmed that an employee is holding down two jobs, you will want to approach them in a nonconfrontational way to express your concern with their job performance.
You will also want to review company policy with them. If so stated, you may ask them to terminate their employment with the second job if they want to continue working at your company. Have a frank discussion to find out what motivated the employee to take on a second job in the first place.
If you value the employee, there may be room for you to adjust their compensation or offer a more flexible schedule. Be sure to document the agreed-upon actions of the meeting and continue to monitor the situation to make sure promises are kept. Inform the employee that if the behavior continues, further action may need to be taken, including termination.
The takeaway is that it is not illegal for an employee to work two jobs, even two full-time jobs. However, it is important for a company to clearly communicate its policies to employees. Employees need to be aware of the consequences of moonlighting so they can make a well-thought-out decision that works for everyone. And employers should get competent advice to make sure policies don’t violate any laws.