The Rise of ‘Polygamous Working’

What Is Polygamous Working?

In the era of remote work, the phenomenon of ‘polygamous working’—juggling multiple full-time jobs without employers’ knowledge

‘Polygamous working’ refers to employees secretly holding multiple full-time jobs simultaneously without any employer’s knowledge. With the rise of remote work, this practice has become increasingly feasible and harder to detect.

A high-profile case involving civil servant Kashim Chowdhury, who allegedly worked simultaneously for three public sector organisations, has brought this issue into the spotlight. However, this is not an isolated incident – employers are increasingly discovering staff secretly moonlighting across multiple organisations.

The Risks to Employers

This deceptive practice creates several significant challenges:

• Contractual breaches: Most employment contracts require exclusivity or disclosure of additional employment
• Productivity concerns: Divided attention inevitably affects performance
• Health and safety risks: Excessive working hours lead to fatigue and potential accidents
• Confidentiality breaches: Increased risk of sensitive information being shared across organisations
• Potential fraud: Deliberate deception about availability and capacity

Warning Signs to Watch For

Be alert to these potential indicators:

• Unexplained drops in productivity or quality
• Consistent unavailability during standard hours
• Unusual online activity patterns or extended periods offline
• Reluctance to use video during calls
• Vague explanations about daily activities
• Resistance to in-person meetings

Effective Prevention Strategies

1. Clear contractual terms: Include explicit clauses regarding exclusivity and requirements to declare or seek permission for additional employment
2. Robust policies: Develop comprehensive policies covering:

• Working hours and expectations
• Conflicts of interest
• Data protection and confidentiality
• Consequences of breaches

1. Balanced monitoring: Implement reasonable accountability measures while respecting privacy
2. Open dialogue: Create a culture where employees feel comfortable discussing financial pressures
3. Address root causes: Consider whether inadequate compensation might be driving employees to seek additional income

Taking Action

When polygamous working is suspected, employers should:

• Review contractual obligations
• Gather objective evidence of issues
• Conduct a thorough investigation
• Follow proper disciplinary procedures when breaches are confirmed

While flexible working arrangements offer many benefits, they require a foundation of trust. Clear expectations, appropriate supervision, and fair compensation are key to preventing the deception that characterises polygamous working.

At Tick HR, we can help you establish the right policies and procedures to address this emerging workplace challenge.