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Does your company have a policy regarding your employees' employment outside the company?

Some companies do not allow employees to hold jobs outside of their current full-time employment, some do. What kind of policy do you have in place for this? Does it depend on the employee/the other job/their position?


Jim Torpey
Title: VP of Sales & Biz Dev.
Company: InsynQ
(VP of Sales & Biz Dev., InsynQ) |

It definitely depends on the employee and the situation, but at our firm we allow employees to do outside work if it 1) does not break any part of their non-compete 2) does not interfere with their workload. I have seen employees take on small side projects that give them a new skill or new perspective that relates/transfers to their full-time position, which ultimately benefits us. So if a person's side-job is providing some sort of new training or education that can help their career, I would say encourage it.

Just be weary of time consuming ongoing hourly part-time jobs. I could see that burning a person out, causing both jobs to suffer.

Sarah Jackson
Title: Associate Editor
Company: Proformative
(Associate Editor, Proformative) |

Here are three example policies, which give a good idea of some of the issues others have wrestled with:


Best... Sarah

(CFO) |

Caution: "Depends on the employee and situation"

It's nice to treat employees individually. But doing so can open you up to disparity of treatment claims which are the "proof" provided in most discrimination lawsuits. Be careful!

Michelle Rogers
Title: CEO
Company: Virtually There CFO Services
(CEO, Virtually There CFO Services) |

We have a similar policy in place which also includes participation in advisory boards as well. As with anything, balance is key. Our policy reinforces that the employee's primary responsibility is to the company and work outside of the company is acceptable within reason.

(CFO) |

There are important, state employment laws regarding this very subject. The appropriate answer depends on what state you are employing in. It's best to contact your state DOL to see what law and regs are in your particular state.

Ditto for non-compete clauses.

ChrysMarie Suby
Title: President/CEO
Company: Labor Management Institute
(President/CEO, Labor Management Institute) |

All good advice. Also consider the following:
1. Moonlighting while on FMLA. The HR policy must address employees using FMLA while working a 2nd job. If the HR policy doesn't specifically prohibit this the employee may be on FMLA in 1 job and working the 2nd and/or 3rd job.

2) Performance & Safety. When employees are working in excess of 14 hours/24 hour period and/or 60 hours/week their performance often degrades and fatigue adversely affects employee performance which negatively impacts customer and employee satisfaction. This is measured in higher OT, burnout, job dissatisfaction and disengagement.


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