What is moonlighting?

Moonlighting describes a situation where an employee takes on additional employment or other paid work outside their primary employment.

Moonlighting can take different forms depending on the amount and type of additional work an employee takes on. For example, an employee may work a few hours each week for another employer, take on freelance or gig work, be self-employed, or hold another full-time position alongside their primary employment.

The term “moonlighting” is particularly associated with employees undertaking additional employment without their primary employer’s knowledge, although it doesn’t have to be a secret.

What are the different types of moonlighting?

Moonlighting can range from occasional additional work to holding multiple full-time positions.

Part-time moonlighting involves an employee working a second, usually part-time, job outside the hours of their primary employment. This could include working evenings or weekends for another employer.

Freelance moonlighting involves taking on independent work or contracts alongside a primary job. This may include consulting, creative work, professional services, or other freelance activities.

Full-time moonlighting involves an employee holding two full-time jobs at the same time. This can be particularly challenging where the working hours overlap, or the employee can’t meet the responsibilities of both positions.

Remote and flexible work arrangements may affect how employees manage additional employment, particularly where employees have greater flexibility over when and where they work.

Why do employees moonlight?

There are many reasons an employee may choose to take on additional work. Earning extra income is one of the most common; employees want to supplement their primary salary or meet changing financial needs.

Other reasons for moonlighting can include:

• Gaining skills or experience in another area;
• Exploring a potential career change;
• Pursuing a personal interest or passion;
• Building a business or freelance career;
• Making use of available time outside their primary working hours; or
• Seeking greater variety or satisfaction from their work.

Having additional employment doesn’t necessarily mean an employee is dissatisfied with their primary employment. However, employers may become concerned when additional work affects an employee’s performance, availability, health and safety, or ability to meet their existing responsibilities.

Is moonlighting allowed?

Whether an employee can take on additional employment depends on the circumstances and the terms of their employment contract and applicable workplace policies.

An employment contract or workplace policy may contain provisions relating to additional employment, conflicts of interest, confidentiality, or competing businesses. These provisions may restrict certain types of additional employment or may require an employee to disclose additional employment to their employer.

Employees should review their employment contract and applicable workplace policies before taking on additional employment, particularly where the additional employment could create a conflict of interest or where disclosure to their employer is required.

Employers should also ensure that any restrictions on additional employment are reasonable and comply with applicable law.

When can moonlighting become a problem?

Undertaking additional employment can become an issue when the work interferes with an employee’s primary employment.

For example, problems may arise if an employee:

• Undertakes additional employment during the hours they’re expected to work for their primary employer;
• Is regularly absent from their primary employment or is unavailable because of their additional employment;
• Experiences fatigue that affects their health, safety, or performance;
• Uses their primary employer’s equipment, resources, or confidential information for their additional employment;
• Undertakes additional employment with a competitor; or
• Allows their additional employment to create a conflict of interest.

The issue is therefore not simply whether an employee has another job, but whether that additional employment conflicts with their existing employment responsibilities or creates other workplace concerns.

The effects

Where additional employment results in overwork or fatigue, it can affect both the employee and the workplace. Employees working multiple jobs may face an increased risk of burnout, poor attendance, and lack of engagement. These employees may also face wellness risks, such as lack of sleep, poor work–life balance, and chronic stress. And it’s not just the individual employee who may be affected. The effects of overwork can extend to co-workers and the entire workplace.

Employers can play an active role in reducing the potential negative effects of additional employment by setting clear expectations around attendance, scheduling, performance, conflicts of interest, and confidentiality, and by addressing concerns when they arise. Employers should also be alert to signs of overwork or fatigue and consider whether workplace practices or available supports can help. To help you get started, download our free Guide to Managing Overworked Employees for tips and advice from our team of HR experts!