The trend of UK workers taking on second jobs is on the rise, driven by ongoing financial pressures.
- Recent data from the Office for National Statistics highlights a 9% increase in multiple jobholders from April to June 2024 compared to the previous year.
- Sterling, a background screening firm, warns of the challenges this trend poses for employers unprepared for the shift in employment dynamics.
- Employers may face risks such as productivity issues and potential breaches of confidentiality due to dual employments.
- Adjustments in hiring and screening processes are becoming crucial to manage the emerging workforce landscape effectively.
The prevalence of UK employees seeking additional employment opportunities, commonly known as ‘side hustles’, is increasing as they strive to bolster their income amidst rising living costs. According to the Office for National Statistics, there was a notable 9% rise in workers with second jobs between April and June 2024 as compared to the same period in the previous year.
Specialist background screening firm, Sterling, highlights that this trend presents a significant challenge for many employers and human resource teams who are yet to adjust their recruitment and onboarding methodologies to accommodate this shift. Steve Smith, President, International at Sterling, commented on the scenario, emphasising, ‘The rise of the second-jobber is something we’ve seen grow since the cost-of-living crisis first began. This trend doesn’t just benefit individuals, as it can also mean employers are able to attract a more diverse, flexible, and talented workforce.’
However, the situation is not without its drawbacks. Employers face potential productivity declines and the risk of confidentiality breaches or misuse of company data, which could expose them to legal and financial liabilities. Many organisations have not implemented clauses within employment contracts that mandate employees to disclose any secondary employment, nor have they established robust re-screening programs to ensure compliance with these protocols.
To navigate this evolving employment landscape, it is imperative that employers delineate their stance on second jobs transparently and consider re-evaluating their employee vetting processes. Rescreening current employees may help in pinpointing emerging risks associated with second-job holders. Additionally, vetting new employees for potential external commitments is increasingly becoming a critical aspect of maintaining workforce integrity. As flexibility continues to define the modern workplace, the agility of screening procedures will determine their relevance and effectiveness.
The evolving trend of second jobs calls for strategic adjustments in hiring and management practices to sustain organisational effectiveness.
