Before taking on work on the side, read the document that governs your main job. Clauses that seemed irrelevant when you signed can matter once you start a second activity. This note lists what to look for; it is not legal advice.
Exclusivity
Some contracts require that you work only for the employer, or that outside work be approved in advance. Look for words such as “exclusive”, “outside activities” or “prior authorisation”.
Non-compete and conflict of interest
Working for a competitor, serving the employer’s clients privately, or offering the same service you provide at work can breach your contract or the employer’s code of conduct, even if you work only at weekends.
Confidentiality and intellectual property
Information, client lists and materials from your main job usually cannot be used on the side. Some contracts also claim ownership of work created during working hours or with company resources.
Equipment and working hours
Using the company laptop, phone, software licences or paid working time for side work is a common cause of disciplinary action. Keep the two activities on separate devices and separate hours.
Public sector and regulated roles
Civil servants and people in regulated professions often face specific rules on additional activities. Check your own statute or professional body.
Practical steps
- Read your contract, staff handbook and code of conduct in full.
- If a clause is unclear, ask HR in writing and keep the answer.
- For a real doubt, consult a labour lawyer or your union. Rules differ between countries and between contracts.
Limits
This is a general checklist. Labour law and contract terms vary, and only your own documents — read with professional help where needed — can answer whether a specific activity is allowed.