Recent research commissioned by fraud prevention service Cifas found that nearly one in five employees are secretly juggling two roles, while almost a quarter believe it is justifiable. The findings suggest a growing culture of “polygamous working” in the UK, where workers are quietly managing multiple jobs—often without their employer’s knowledge.
Owen Morgan, Managing Director of INTOO UK & Ireland, said this trend highlights the urgent need for open conversations and supportive workplace cultures. “People are increasingly taking on additional work because of financial pressures, changing attitudes to employment, and the rise of portfolio careers,” he said. “But when that happens in secret, it can cause a host of issues, ranging from burnout and reduced performance to strained relationships and potential legal breaches. Transparency is absolutely vital.”
Owen explained that many employees may be reluctant to disclose secondary work for fear of disapproval or disciplinary action, even when their additional role does not conflict with their main job. This lack of openness can make it harder for employers to manage workloads or spot signs of fatigue. “If an employee is exhausted or disengaged, it affects productivity and wellbeing. But if managers don’t know the real reason, because the person is working another job, they can’t provide the right support,” he said.
Employers also have legal obligations under the Working Time Regulations, which restrict most employees to an average of 48 hours per week over a 17-week period unless they have opted out in writing. Without transparency, companies may inadvertently allow breaches of these limits, exposing both parties to risk.
Owen believes the solution lies in fostering trust and flexibility. “Employers should have clear, fair policies on secondary work that focus on transparency rather than punishment,” he said. “If there’s no conflict of interest and the employee is meeting performance expectations, there’s no reason why having a second job should be seen negatively. Instead, it’s about ensuring the arrangement is sustainable for both sides.”
Recent INTOO UK & Ireland research found that three quarters of workers report feeling some degree of burnout, with flexible working identified as one of the top changes that could improve their careers.
Owen said this reflects a wider desire for control and openness. “Flexibility and trust go hand in hand. When people feel supported and empowered to be honest about their circumstances, employers are better equipped to manage workloads, performance and wellbeing.”
As second jobs become more common, Owen urged both employers and employees to prioritise open communication. “The world of work is changing, and for many people, multiple jobs are a reality,” he said. “The key is honesty. Employers who encourage transparency and flexibility will not only protect themselves from risk but also build a more resilient and motivated workforce.
INTOO UK & Ireland is a leading provider of career transition and employee development services, supporting individuals and organisations through change. Part of Gi Group Holding, one the world’s largest and fastest growing HR and recruitment providers, INTOO helps people move forward confidently after redundancy or dismissal, with tailored support and expert guidance.
