Last Updated on October 16, 2025 by MyHRConcierge

Since the rise of remote work following the Pandemic in 2020 and a rising cost of living, a growing number of employees are exploring what’s known as “polywork”, or the practice of holding multiple jobs or professional roles at the same time. While side hustles and freelancing are nothing new, the rise of remote and hybrid work has made it easier than ever for individuals to balance several professional commitments at once.

For employers and HR leaders, this shift presents both opportunities and challenges. On one hand, polyworking employees often bring new skills, perspectives and networks to their primary roles. On the other, these arrangements can raise complex questions about performance, productivity, confidentiality  and fairness in the workplace.

Why Polywork Is Growing

Several factors have driven the rise of polywork. The flexibility of remote work, coupled with technological tools and artificial intelligence that help employees complete tasks more efficiently, has freed up time that some workers use to pursue additional income or creative outlets.

Economic pressures also play a significant role. Many professionals are taking on extra work due to rising living costs and slow wage growth. In some cases, these secondary jobs are minor side projects; in others, employees are managing two or more full-time roles simultaneously- a situation that can create major risks for employers.

Risks and Challenges for Employers

1. Conflicts of Interest: Polywork can blur the line between personal and professional obligations. When employees take on work with competitors, clients or vendors, the potential for conflicts of interest increases significantly. Employers should have clear, written policies outlining acceptable outside employment and prohibiting work that competes with or undermines the business.

2. Productivity and Burnout: While some workers manage multiple roles effectively, others may experience burnout or diminished performance in their primary job. Fatigue, disengagement and divided attention can impact team collaboration and client service. HR should track performance metrics carefully and focus on measurable outcomes rather than assumptions about time spent working.

3. Confidentiality and Data Protection: With employees handling multiple roles, especially in similar industries, protecting company data becomes more important than ever. Employers should ensure confidentiality and intellectual property policies are up to date and that employees understand their obligations regarding proprietary information.

4. Legal and Policy Considerations: Employers generally have the right to restrict outside employment if it conflicts with company interests or occurs during scheduled work hours. However, overly restrictive or blanket prohibitions may backfire especially in a competitive talent market. Instead, policies should strike a balance between protecting business interests and respecting employee autonomy.

Best Practices for Managing Polywork

Establish Clear Policies: A formal policy on outside employment helps set expectations for employees. These policies can require disclosure and approval before taking on external work and should clearly define what constitutes a conflict of interest. They should also specify that any additional work must not interfere with the employee’s core responsibilities or occur during regular working hours.

Set Guardrails, Not Barriers: Rather than prohibiting all outside work, employers should focus on reasonable guardrails- ensuring employees remain available during designated hours, meet performance standards and avoid working for competitors. This approach supports transparency and maintains trust.

Verify and Communicate Professionally: If HR or management suspects an employee is juggling multiple jobs inappropriately, it’s important to approach the situation with professionalism and discretion. Private, fact-based discussions that focus on observed performance issues- not assumptions- can help address concerns without damaging morale or trust.

Support Employee Well-Being: In some cases, an employee’s decision to take on extra work stems from financial pressure rather than ambition. HR leaders may consider reviewing compensation, providing financial wellness resources or offering flexible arrangements to help employees balance personal and professional demands.

Looking Ahead: The Future of Polywork

Polywork is more than a passing trend- it reflects a lasting shift in how professionals view their time, skills and career growth. Employees increasingly value flexibility, autonomy, and diversified income streams. For employers, the challenge lies in adapting policies and practices to accommodate this new reality while safeguarding organizational performance and compliance.

Forward-thinking companies will recognize that polywork doesn’t have to be a liability. With the right boundaries and communication, it can become a catalyst for engagement, innovation and mutual respect in the evolving world of work.

For more information on how to enhance your workplace culture or for help reviewing your employee handbook and policies, contact MyHRConcierge at 855-538-6947 ext.108, ccooley@myhrconcierge.com. Or, schedule a convenient consultation below: