Posted Date: 10th February 2025

The cost of living crisis is forcing many employees to take up a second job to help make ends meet. The ability to make an income through social media is also fueling this trend.

However, when employees juggle multiple jobs, it can present several risks, both for the individuals themselves and their employers. Here are a few key concerns: 

1. Conflict of Interest 
   The employee could be working for a competitor or another business whereby there is a conflict of interest. For example, there could be a risk of sensitive company data being shared to the competitor.
2. Breaching The Working Time Regulations
   Under the Working Time Regulations, employees must receive a daily rest of 11 hours between working days and a weekly rest of 24 hours in any 7-day period, or 48 hours in a 14-day period. If they are working multiple jobs, they could be breaching the regulations.
3. Reduced Performance
   Split focus and limited rest can negatively impact performance in both jobs, increasing the likeliness of errors. Tired employees may not be able to maintain their usual standards of work and could be at risk of mental and physical exhaustion.
4. Health Issues
   Continuous stress and lack of adequate rest can contribute to long-term health problems, such as insomnia, anxiety, and cardiovascular issues.

To help mitigate these risks, we have outlined some considerations below:

• Add a clause to the contract or handbook which requires employees to let you know if they are working more than one job and to seek written permission if they wish to work with a competitor or any activities which would cause a conflict with the business.
• If you do discover that your employees have secondary employment, check if you are paying them enough. Have you increased wages to meet inflation? Ensuring your staff are paid in line with the cost of living could prevent the need to seek further paid work, leaving them with more energy to focus on what you need them to do, help prevent stress and burn-out, which will help improve the performance of the business.
• If you have already increased employee’s wages or you can’t afford to increase them further, can you offer paid overtime? This may be a less stressful option for the employee, rather than taking up secondary employment.
• If you discover employees are making a profit from their social media pages, consider introducing a social media policy or clause which states that any comments or views raised should not bring the Company into disrepute.

The overall key to mitigating these risks is effective communication and establishing clear boundaries and expectations with employees, backed up by your written policies.