Beyond 9 to 5: The Hidden World of Working Multiple Remote Jobs

Several months ago, I wrote a piece about quiet quitting. While this practice still seems to be prevalent, a new, somewhat related practice seems to be gaining popularity. "Overemployed" refers to the growing trend where individuals secretly work multiple remote jobs simultaneously. This differs from moonlighting or working a second job after hours or on weekends. A growing number of people secretly work two and three full-time jobs simultaneously. If this sounds unmanageable, remote work and artificial intelligence have made this practice much easier to pull off. Also, it is often reported that those engaged in this practice do not work 40 hours per week at any jobs they work simultaneously.

?Before diving into the implications of this practice, just how prevalent is it? Obviously, being "overemployed" isn't something that workers often report, and since it happens in secret, companies are generally unaware of when it is happening. While it is difficult to provide an accurate number of people who are overemployed, there is considerable evidence that this is a growing trend. Multiple media outlets have published articles on the surge in people working two or more full-time jobs (e.g., Slate, Marketplace, Forbes, WSJ, etc.). The attention being "overemployed" has received indicates an increase in the practice. Additionally, there is a subreddit devoted to being "overemployed" (https://www.reddit.com/r/overemployed/) with 277k members. There is also an online community, Overemployed?, that provides advice or information to people considering working two or more full-time jobs with almost 57k members. This certainly doesn't provide a definitive estimate of how many people engage in the practice, but the interest in these communities is significant.

This phenomenon underscores the challenges of workload management and transparency in remote work, introducing legal, ethical, and practical considerations for both employees and employers. Firstly, engaging in multiple jobs without disclosure violates principles of transparency and honesty, breaching ethical responsibilities. Employment contracts, often featuring exclusivity clauses, may require dedication of working hours exclusively to one employer. Secretly working multiple remote jobs could violate these policies, eroding trust and potentially leading to termination. Secondly, holding multiple remote jobs may result in conflicts of interest, especially if the jobs are within the same or related industries. This raises ethical concerns and may have legal repercussions if it involves confidential information or creates a competitive situation. Thirdly, tax implications may arise due to differing laws across countries or regions, especially when working for multiple employers. Because these laws may change regularly, it could be very difficult for individuals to ensure compliance with relevant laws and regulations. Lastly, certain professions, such as finance or law, may have fiduciary duties, making working for multiple employers a potential breach. Aside from conflicts of interest and possible misuse of confidential information, there is potential for intellectual property conflicts and concerns about ownership in fields such as software development or research.

?While each organization is unique, companies can proactively address employees secretly working for another employer. First, establish clear policies regarding outside employment, including language on exclusivity, conflict of interest, and consequences for violations. Regularly review and update employment contracts to reflect these policies. Additionally, communicate expectations clearly and provide training on the importance of transparency and the potential consequences of holding multiple jobs. Second, encourage open communication between employees and management, fostering discussions about workload, concerns, and potential conflicts. Third, implement monitoring mechanisms, such as time-tracking tools, to identify irregular work patterns or excessive hours, using technology solutions for efficient work management. Fourth, consider establishing anonymous reporting mechanisms to address concerns about undisclosed outside employment. Finally, investigate and address root causes if you learn that employees are seeking additional employment due to dissatisfaction or burnout, addressing issues within the organization like work conditions, workload, compensation, or other contributing factors.

The increase in remote work has given rise to many challenges that organizations must manage and employees working multiple full-time jobs may be a larger issue than anyone realizes. Does your organization have any experience with this practice? How is it being addressed and how has it worked? I'd love to hear more about this.

This column also appeared in the Southern Miss Business newsletter. If you would like to receive the full newsletter, click this link https://eepurl.com/gjv7eU.

?