What is moonlighting?

Moonlighting describes a situation where an employee takes on additional employment or work while already working for another employer. The term is commonly used when an employee has a second job outside their primary employment, particularly when the primary employer is unaware of the additional work.

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 business, take on freelance work, or hold another full-time position alongside their primary job.

Moonlighting is not necessarily the same as having a second job openly. The term is particularly associated with employees carrying out additional work without informing their primary employer.

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 is unable to meet the responsibilities of both positions.

Remote work has also made some forms of moonlighting easier to carry out, 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, particularly when an employee wants 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.
• Seeking greater variety or satisfaction from their work.

Having a second job does not necessarily mean an employee is dissatisfied with their primary employment. However, employers may become concerned when additional work affects an employee’s performance, availability, 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 that apply to their employment.

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

Employees should therefore review their employment agreement and applicable workplace policies before taking on additional work.

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

When can moonlighting become a problem?

Having a second job can become an issue when the additional work interferes with an employee’s primary employment.

For example, problems may arise if an employee:

• Works their second job during the hours they are expected to work for their primary employer.
• Regularly misses work or is unavailable because of their other employment.
• Experiences fatigue that affects their performance.
• Uses their primary employer’s equipment, resources, or confidential information for their second job.
• Performs work for a competitor.
• 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 work conflicts with their existing employment responsibilities or creates other workplace concerns.

The effects

Moonlighting and overworking can be extremely damaging and disruptive to your business. Employees working multiple jobs have an increased risk of burnout, dulled motivation, and lack of engagement. These employees may also face wellness risks, like lack of sleep, poor work-life balance, and chronic stress. And it’s not just that one employee who is affected—moonlighting can trickle down and affect your entire workplace.

Many employees don’t want additional employment—it’s often a means to an end. To prevent your employees from taking on another job, you can play an active role in recognizing overworked employees, increasing job satisfaction, and setting boundaries and expectations. To help you get started, download our free Guide to Managing Overworked Employees for tips and advice from our team of HR experts!