Why do people moonlight? It can be done for financial reasons, career development or personal interest. While moonlighting is legal in most cases, it can raise ethical and legal concerns, particularly if it conflicts with an employer’s policies, involves working for a competitor or affects job performance.

For businesses, moonlighting among employees can pose significant risks, including conflicts of interest, reduced productivity and potential security breaches. Employers often implement policies to regulate or restrict moonlighting to protect their interests.

In this article, we’ll explore the different types of moonlighting, the legal and ethical implications and how businesses can manage it effectively.

Types of moonlighting

Moonlighting can take various forms, depending on the nature of the secondary job and its impact on an individual’s main employment. Some of the most common types include:

1. Blue moonlighting

This occurs when an employee takes on additional work within the same organisation but outside of their regular role. For example, a staff member in an office might work extra hours as a security guard for the same company. While this is less likely to cause conflicts of interest, it can lead to burnout and decreased productivity.

2. White moonlighting

This involves taking up freelance or consulting work in a completely different industry from the primary job. Since there’s no direct competition, this type of moonlighting is generally less controversial. For instance, an IT professional might work as a musician or a writer in their free time.

3. Black moonlighting

This is when an employee secretly works for a competitor or engages in a job that conflicts with their primary employer’s interests. It’s considered unethical and could lead to termination if discovered. For example, an employee working for a financial firm might also be offering investment advice independently without disclosing it.

4. Green moonlighting

This refers to employees pursuing personal passion projects or businesses that are unrelated to their main job. For example, someone working in a corporate role might run an online store or a fitness coaching business on the side.

5. Gig economy moonlighting

With the rise of gig platforms like Uber, Deliveroo and Fiverr, many employees take on short-term or flexible jobs outside their primary employment. This form of moonlighting is common among individuals looking for additional income without long-term commitments.

Legal and ethical implications of moonlighting

Moonlighting is not inherently illegal, but it can create legal and ethical challenges for both employees and employers. Here are some key considerations:

1. Contractual restrictions

Many employment contracts contain clauses restricting or regulating moonlighting. Some employers require employees to disclose any secondary employment, while others may prohibit it altogether, especially if it creates a conflict of interest. Breaching these terms could lead to disciplinary action or dismissal.

2. Conflict of interest

If an employee’s second job involves working for a competitor or using company resources for personal gain, it can be seen as a conflict of interest. This could result in legal consequences or damage to an employee’s professional reputation.

3. Reduced productivity and performance

Balancing multiple jobs can lead to exhaustion, which can negatively impact an employee’s performance in their primary role. This can lead to mistakes, absenteeism or decreased efficiency, which has a knock-on effect for how a business operates.

4. Data security and confidentiality risks

Employees working in sensitive industries, such as finance, healthcare or technology, must be cautious about handling confidential information. If an employee’s second job involves similar work, there’s a risk of data breaches, intellectual property theft or misuse of sensitive company information.

5. Tax implications

Earning additional income from moonlighting may have tax implications. Employees must declare all earnings to HMRC and ensure they comply with tax laws. Failing to report extra income could lead to penalties or legal issues.

How your business can manage moonlighting

Employers can take proactive steps to manage moonlighting and mitigate associated risks while maintaining a fair and supportive work environment.

1. Establish clear moonlighting policies

Employers should outline clear policies regarding moonlighting in employment contracts and employee handbooks. This includes specifying any restrictions, disclosure requirements and potential consequences of non-compliance.

2. Encourage transparency

Rather than banning moonlighting outright, businesses can encourage employees to disclose any secondary jobs. Open discussions allow employers to assess potential conflicts and find solutions that work for both parties.

3. Monitor employee performance

If an employee’s performance declines due to moonlighting, managers should address the issue through performance reviews and discussions. If necessary, they can implement measures to ensure that primary job responsibilities remain the priority.

4. Protect confidential information

Businesses should enforce strict confidentiality agreements and IT security measures to prevent data leaks or misuse of company resources. Employees should be reminded of their responsibilities regarding sensitive information.

5. Offer competitive salaries and benefits

One of the main reasons employees moonlight is financial necessity. Offering fair wages, bonuses and career development opportunities can reduce the need for employees to seek extra income elsewhere.

A full moon perspective on second jobs

Moonlighting is a common practice, with many employees taking on second jobs for financial, career or personal reasons. While it is not inherently problematic, it can create ethical, legal and productivity challenges for businesses.

By implementing clear policies, encouraging transparency and ensuring fair working conditions, employers can effectively manage moonlighting while maintaining a positive work environment.

Need help with an employee investigation?

If you suspect an employee is engaging in undisclosed or unethical moonlighting, M19 Solutions can help. Our expert investigators specialise in corporate investigations, surveillance and background checks to protect your business from potential risks. 

Contact us today at 0161 706 0057 or info@m19solutions.co.uk for a confidential consultation.

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Keep reading as we dive deeper into the reasons why you should perform background checks before briefly exploring the benefits of outsourcing the task to a professional third-party service.

1.   Security

Employees have access to confidential client data and business assets, so they must be someone you can trust. Social media checks can reveal possible involvement in illegal activity, including drug use and links to proscribed organisations, as well as information about financial status.

Undertaking a thorough risk assessment prevents bribery, corruption and fraud – all of which would irretrievably damage the reputation you’ve worked so hard to build.

2.   Dangerous language

People who share hateful content and use offensive language are a safeguarding issue. Not only will they demoralise your workforce, compromising mental wellbeing and productivity, but their behaviour could escalate into violence. What’s more, they aren’t the best brand representatives!

Thankfully, you can legally disqualify job applicants whose social posts promote sexism, racism, homophobia or any discrimination.

3.   Culture fit

Social media can be an excellent indicator of whether someone would mesh with your existing team. Perhaps, they enjoy similar pastimes? How they communicate with friends and family could offer clues to their behaviour in an organisational setting.

Remember, social posts should gently inform your decision. Holding different political views and going clubbing on the weekend doesn’t equal being a bad employee.

4.   Skills and expertise

Above all else, social media checks highlight skills and experience you might desperately need. You’re looking for positive attributes too, after all.

You could discover an informative and well-written article on LinkedIn, boasting hundreds of likes and shares. Maybe, there’s a colourful Instagram account overflowing with carefully curated photos, suggesting a keen eye for design. Candidates with YouTube channels are often confident public speakers – perfect for customer-facing roles.

The benefits of outsourcing social media background checks

Think social media checks sound easy? Think again. In-house reviews rarely give a complete picture (googling someone’s name isn’t enough), and you could fall into unconscious bias. Simply put, that means making judgements that favour people who look like you or share the same backgrounds, regardless of talent.

In contrast, using a professional service offers an objective and complete assessment of a candidate. What’s more, they’re fully compliant, protecting a person’s most sensitive information alongside your credibility.

Safeguard your interests with an in-depth social media background check

There are no nasty surprises when you choose a social media background check with M19 solutions. Our team has a wealth of experience across all sectors, so you can rest assured your case is in the most capable hands.

You’ll receive a full report outlining employment history, red flags and personal background, allowing you to proceed with confidence or cut ties before things go south.

If you’re ready to safeguard your interests, get in touch today by calling 0161 706 0057. Alternatively, send us an email at info@m19solutions.co.uk.

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Of course, the opposite is also true. If your recruitment drive allows just one bad apple to slip through the net, you could face reputational damage, theft of intellectual property or disharmony amongst your workforce. As such, it’s imperative that you know what kind of person you’re dealing with before you bring them into the fold.

This is where an employment background check can be worth its weight in gold. Providing a thorough sweep of an individual’s financial, employment and criminal records, this kind of verification can give you the peace of mind you need to make an informed hiring decision.

What comes up on an employment background check?

You might associate employment background checks with sensitive industries alone, such as healthcare, education or government departments. While it’s true that these areas do require thorough vetting of their potential staff, employment background checks are a valuable tool for business owners operating in any sector.

Depending on the nature of your enterprise, you might wish to delve deeper than simply contacting the references on an applicant’s CV. Doing so could reveal valuable information about their history, such as a criminal record, gaps in employment and any lawsuits against them. It can also offer proof that they are who they say they are and indicate whether they’re likely to be a trustworthy and responsible member of your team.

How is an employment background check done?

When you commission an employment background check from M19 Solutions, you can rest assured you’ll be dealing with the best in the business. Our network of highly trained operatives all have a background in the military or police force, so they know how to handle a case with diligence, discretion and complete confidentiality.

As part of the service we offer, we’ll comb through a person’s demographic data to make sure they are who they claim to be. We’ll thoroughly check their commercial, criminal, employment and fiscal history, as well as their social media activity to determine what kind of character they display in their public and private life. This allows us to discreetly, but comprehensively, put your mind at rest about the employee on your books.

Arrange an employment background check today

Do you want to ensure that you’re hiring the best person for the job? Ability and experience are only part of the package when it comes to sourcing the ideal employee. Honesty, integrity and responsibility are also vital characteristics in finding the right staff for your organisation.

If you’d like to discuss the employment background checks we offer or arrange a free consultation with our team, don’t hesitate to get in touch. We’ll be happy to walk you through your options and answer any questions you might have, guaranteeing reliable results and a positive outcome on every case we undertake. What are you waiting for? Bring your recruitment drive to a positive resolution with an employment background check from M19 Solutions today.

The post What Is an Employment Background Check? appeared first on M19 Solutions.

Designed to take you behind the scenes of your workplace and empower you with information, internal investigations can help solve problems, identify troublemakers and restore workplace cohesion.

Here’s a few signs to look for if you suspect something is amiss in your workplace.

1. Accusations of workplace bullying

As a business owner or manager, it’s your responsibility to maintain a safe and supportive workplace environment. Workplace bullying is not only illegal, but it compromises the performance and mental health of your employees.

The impact can be severe and widespread, affecting not only the victim but also their colleagues as they watch the bullying unfold and struggle over how to deal with it and in some cases, become bullied themselves.

Suspect workplace bullying is occurring in your workplace? Using a meticulous approach and aboveboard methodology, our experienced team of private investigators can help you get the answers you need.

2. Suspected employee misconduct

From serious crimes such as accepting bribes and siphoning money into a private bank account, to smaller offences such as falsifying timesheets and theft of property, misconduct can have a devastating impact on your business.

Signs to look out for include paid invoices that can’t be accounted for, mysterious deposits of cash and timesheets that just don’t add up. As well as compromising the profitability of your business, in some cases misconduct can land you in hot water with the law.

A discreet and carefully managed workplace investigation is one of the most effective ways to identify corrupt employees and end misconduct.

3. Inappropriate behaviour and sexual harassment

Every employee has a right to respect in the workplace. Nothing compromises this more than inappropriate behaviour and sexual harassment, an issue that plagues workplaces across the UK.

A recent report spearheaded by the Everyday Sexism Project and Trades Union Congress (TUC) revealed just how common sexual harassment is, with 52% of women experiencing some form of unwanted sexual behaviours in the workplace.

If you suspect an employee could be experiencing inappropriate behaviour or sexual harassment, it’s critical to listen closely to the allegations and take action before it escalates.

Take action and clean up your workplace

These are just some of the signs an undercover workplace investigation could be necessary. If you suspect something is amiss in your workplace, whether it’s bullying, misconduct, sexual harassment or something else entirely, get in touch today.

At M19 Solutions, we have both male and female private investigators with the skills and experience to identify perpetrators and gather rock-solid evidence. Our undercover investigations team represents a range of ethnic backgrounds and accents, allowing us to handpick private investigators that blend seamlessly into any workplace environment.

The post 3 Signs an Undercover Workplace Investigation is Necessary appeared first on M19 Solutions.

If you suspect an employee may be working while signed off sick, there are several steps you can take to establish your legal position. Factors can vary from case to case so it’s best to do your research and source as much information as possible before confronting the employee and taking action.

Check employee contract

The first step is to check the employee’s contract. Many contracts clearly state employees are not allowed to engage in alternative work while employed by your company or business, regardless of whether they’re receiving sick pay.

Consider work type

Is it illegal to work when signed off sick? In some cases, the type of work being carried out can determine whether an employee can legally claim sick pay for one job and work another. For example, an employee may be declared medically unfit to load and unload trucks due to injury, though is capable of working a desk job. In these sorts of cases the employee may be allowed to legally work a second job while receiving sick pay.

To avoid this scenario, it can be beneficial to offer the employee an alternative job they’re physically capable of doing. This eliminates the financial burden of sick pay and keeps the employee on the payroll.

Can I work if signed off sick?

Can you work if you are signed off sick? As an employee, you’re under no obligation to disclose information about a second job. This statutory right does not change if you become medically unfit to work one job but can continue working in the second role.

What about similar jobs?

Another common query for employees is “If I am signed off sick can I still work?” In most cases it’s illegal to claim sick pay while working a similar role with another employer.

If you find out an employee is working in a similar role while claiming sick pay you could have grounds to launch a fraud or gross misconduct case, giving you the right to immediately dismiss the employee.

You can find out for sure

If you suspect you have grounds for issuing your employee with notice, it’s important to gather as much information as possible before launching your case. Not only will this make the legal process faster, easier and cheaper, backing your case with solid evidence will also eliminate the risk of any unfair dismissal cases in the future.

The best way to determine whether an employee is working while signed off sick is to enlist the help of private surveillance. At M19 solutions we specialise in corporate investigation services and pride ourselves on delivering 100% legal, aboveboard intelligence that stands up in a court of law. Get in touch today!

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