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Around 1.2 million people in the UK have a second job and this number is on the increase. Second jobs can cause tiredness, irritability, and conflict. Or, they can result in loyalty and innovation. Here are our thoughts on managing this increasing people trend. 

Policy – your employment contracts would ideally call out whether or not employees can work elsewhere. Either way, a policy explaining that anyone with a second job needs to chat about it with their manager is vital. You’ll want the opportunity to discuss with the employee how they’re going to manage and stay safe whilst still delivering in the role they do for you. You can find our ‘working outside of employment’ policy on Intelligent Employment.

Spotting changing behaviours – watch out for patterns and changing behaviours. Excessive working hours may create tiredness and absence – early conversations are vital to avoid escalation.

Well-being – ensuring your employees are taking their legal quota of rest is your responsibility. If they have a second job this may be compromised along with their health and safety. Knowing about the second role is vital to help manage rest breaks and the well-being of the employee (and also their colleagues).

Conflict – it’s possible an employee’s second job conflicts with your commercial interests. Early and honest conversations mean you have the opportunity to discuss solutions. Ensure that employment contracts set out clearly your expectations in respect of a second role so that if you do need to take decisive action the contract supports your approach.

Get in touch if you need our advice or support in managing anything we’ve covered above. 


This update is accurate on the date it was sent (15 September 2022), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

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