It’s Not the Second Job That Gets You Fired

I was wondering what to share on my blog this week. Then this very useful article landed in my inbox. With a number of my clients, I have discussed the issue of people needing to have second incomes to navigate life's needs. Most employment contracts have, and probably will continue to have, a clause restricting or preventing additional employment without the employer's express permission.

Many think this is excessive. It may not be; it will depend on the circumstances. The employer has a duty of care for the person's health and wellbeing. The employer has also contracted with the person that the work they are paying them to do should be their primary attention and be completed. Generally second jobs don't cause a problem but they could. 

Think about the work not getting done, or done to a good standard. The employer is likely to need to start managing this. The employee is suddenly unavailable to complete work required. The employee is falling asleep at their desk. The employee is not contactable. The employer, employee relationship is likely to start to be affected. 

If a person has not been open and transparent, one of the most deeply routed employment concepts of trust comes into focus. 

More practical elements like managing conflicts of interest, managing working time regulations, health and safety linked to fatigue, insufficient rest. Being an adult is not so fun! But having an adult conversation, documenting what is discussed and agreed is likely to avoid upset, problems and preserve relationships.

Check out this really interesting article from Herrington Carmichael Solicitors who go into more detail about a recent case and explain in more detail some of the important aspects to be considered by employer and employee:

https://herrington-carmichael.com/insights/employment/its-not-the-second-job-that-gets-you-fired