In most cases, moonlighting isn’t an ethical concern. If you have a moonlighting policy that states your employees must meet certain standards to continue employment with your company, and the moonlighting employee does not meet those standards, then you can ask the employee to leave their second job. If you don’t have a moonlighting policy or you do have a moonlighting policy and your employee’s work performance at your company is unaffected by their second job, you don’t have any recourse to keep them from working somewhere else. The answer depends on whether you have a moonlighting policy in place. Can an employer stop an employee from moonlighting? If you have a moonlighting policy that explicitly states that you require employees to seek approval before starting a second job, then your employees must let you know if they engage in another job. If you don’t have a moonlighting policy in place for your company, then your employees are not obligated to tell you about any additional positions. Your employees may or may not need to tell you they have another job depending on your moonlighting policy. Moonlighting policies routinely describe the circumstances in which an employee may or may not have a secondary job, whether the employee needs to seek approval before taking a second job and specific industries, companies or roles in which the employee cannot hold a second job.įrequently asked questions about moonlighting Does an employee have to tell you they're moonlighting? Moonlighting policies are usually not separate signed agreements between the employee and employer, but rather part of the company’s collection of employment policies, usually contained in the employee handbook. Non-compete policies or agreements are most common for senior company leaders or others in positions of power who may have important internal knowledge about the company rather than entry or mid-level employees. Non-compete policies are legal documents, signed by both the employee and the employer, that prohibit the employee from working with or providing information to their employer’s competitors. Non-compete policies or agreements may share some similarities with moonlighting policies, but overall they’re different documents. ![]() For example, a term in your moonlighting policy might be that employees must be available to work during specific hours every week. Strong moonlighting policies focus on defining your expectations for employees while working for your company rather than limiting what they can do outside of work. Should you notice these factors reducing moonlighting employees’ work performance and productivity, it’s time to consider implementing a moonlighting policy.
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