An increasing number of UK workers are taking on second jobs, driven by financial pressures.
- A 9% increase in employees with second jobs was reported from April to June 2024 compared to last year.
- Financial strains are pushing employees to seek additional income sources through ‘side hustles.”
- Many employers remain unprepared for the implications on employee screening and management.
- Sterling highlights potential risks, including productivity impacts and confidentiality breaches.
In light of recent data from the Office for National Statistics, there has been a noticeable 9% rise in the number of UK employees engaging in second jobs during the period of April to June 2024 when compared to the same timeframe the previous year. This trend signifies an adaptive response by workers to the persistent financial pressures plaguing households across the nation. With the cost of living continuously high, individuals are compelled to explore supplemental income avenues, often referred to as “side hustles.”
Steve Smith, the President of International at Sterling, indicates that this trend has been mounting since the onset of the cost-of-living crisis. He emphasizes that while the surge in second-jobbers can benefit individuals by enhancing income, it also provides employers with access to a more diverse, adaptable workforce. However, the shift poses substantial risks to organizations, particularly concerning productivity losses, confidentiality breaches, and the potential misuse of company data, which could result in significant legal and financial liabilities.
A crucial insight from Sterling’s analysis is that most employers have not adequately adapted their employment contracts to address the rising trend of second-jobbing. Current guidelines often lack sufficient clauses mandating disclosure of additional employment undertaken by employees. Moreover, the lack of robust rescreening procedures exacerbates the risk of non-compliance with employment terms. As such, employers are advised to comprehensively define their policies regarding secondary employment and to enhance their rescreening initiatives.
The evolution of the job market necessitates that employers remain vigilant in evaluating both current and incoming workforce members for potential involvement in secondary employment. The growing need for workplace flexibility is undeniable, and screening methodologies must evolve equivalently to remain effective. Without agile and responsive screening processes, organizations risk falling behind, leaving themselves exposed to potential challenges associated with second-job employment practices.
Employers must adapt to the growing trend of second-jobbing to mitigate potential risks and capitalize on workforce diversity.
