Overemployment isn’t just a buzzword from the remote working boom - it’s a growing challenge for employers across the UK. When individuals secretly take on multiple full-time roles, it creates serious risks: productivity dips, accountability blurs, and ultimately, your organisation can suffer.
So how do you identify and manage overemployment before it takes hold in your team?
What is overemployment, and why does it matter?
Overemployment is when someone holds two (or more) full-time positions at once without telling either employer. It’s not the same as moonlighting or casual freelance work in someone’s spare time - this is about splitting core working hours, often remotely, between roles that require full-time focus.
The London Evening Standard recently exposed a local government employee who worked from home for two councils simultaneously - each unaware of the other. Neither council knew their employee was only half present, and both paid the price in lost productivity. That’s just one high-profile case, but the trend is more widespread than you might think. There are even whole discussions on Reddit between people sharing tips on how to do it.
In the current labour market and economic climate, it’s easy to see how some professionals are tempted to double-up on income. But from a business perspective, overemployment erodes trust, undermines team culture, and risks burnout that affects both performance and retention.
Spotting the signs of overemployment
Remote and hybrid working has brought many benefits, but it’s also made it easier for people to hide when they’re stretched too thin. If someone is consistently unavailable during core hours, slow to respond to urgent tasks, or regularly misses meetings with vague excuses, it may raise concerns.
Other red flags include frequent IT connection issues, conflicting priorities, or unusual reluctance to attend in-person days. You might also notice a decline in quality, missed deadlines, or a sense that their focus is elsewhere.
Of course, these signs could have many explanations - from wellbeing issues to poor engagement - so it’s vital to approach the conversation sensitively and without assumptions. But being alert to patterns is key.
Build clarity and accountability into your hiring process
One of the most effective ways to prevent overemployment is to address it early. Ensure your contracts and onboarding documents clearly state expectations around working hours, exclusivity, and confidentiality. Be explicit about what is and isn’t acceptable, particularly in remote roles.
During interviews, ask candidates how they manage their time and workload. Check references carefully and don’t skip due diligence, especially if someone has recently left a role after only a short stint.
It’s also wise to regularly review your remote working policies. Do they make clear that remote doesn’t mean unmonitored? Are line managers equipped to manage performance from a distance?
Create a culture where people want to stay focused
Ultimately, most people don’t turn to overemployment when they’re engaged, supported, and motivated in their primary role. Foster a culture of open communication, psychological safety, and purpose. When people feel valued and connected to your goals, they’re far more likely to give you their full attention.
And if you need support in securing people who are committed to your business’s success, not just padding out their calendar, partner with us to find leading talent. Call us on 020 7870 7177.