{"id":203053,"date":"2021-03-02T15:28:16","date_gmt":"2021-03-02T02:28:16","guid":{"rendered":"https:\/\/legalvision.co.nz\/?p=203053"},"modified":"2021-03-02T15:28:17","modified_gmt":"2021-03-02T02:28:17","slug":"secondary-employment","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/employment\/secondary-employment\/","title":{"rendered":"Can You Prevent Your New Zealand Employee From Having A Second Job?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400\">In New Zealand, it is relatively common for employees to have multiple jobs, also known as \u2018secondary employment\u2019. While this is legal, it is possible for employers to include terms in <\/span><a href=\"https:\/\/legalvision.co.nz\/employment\/employment-agreement\/\"><span style=\"font-weight: 400\">employment agreements<\/span><\/a><span style=\"font-weight: 400\"> that prohibit employees from having a second job. However, to do so, employers must have a real reason for the requirement that is based on reasonable grounds. Otherwise, employees are free to work for another employer, although they are still subject to good faith obligations.This article will explain:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><span style=\"font-weight: 400\">the legalities of employees working multiple jobs<\/span>;<\/li><li><span style=\"font-weight: 400\">how an employer can prevent an employee from working in a second job; and <\/span><\/li><li><span style=\"font-weight: 400\">the good faith obligations that are relevant for an employee.<\/span><\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Is It Generally Legal To Have Multiple Jobs?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">In New Zealand, it is legal to work multiple jobs. There are many occasions where this occurs.<\/span><\/p>\n\n\n\n<div class=\"box box--info box--icon\">\n<p><span style=\"font-weight: 400\">For example, an employee working a <\/span><a href=\"https:\/\/legalvision.co.nz\/employment\/difference-between-permanent-fixed-term-casual-employee\/\"><span style=\"font-weight: 400\">full-time job<\/span><\/a><span style=\"font-weight: 400\"> is building their start-up on the side. Alternatively, an employee has to work multiple part-time jobs to make ends meet.<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">This is also referred to as \u2018secondary employment\u2019. When employees have multiple jobs, they still have an obligation in each role.<\/span> Here, they have<span style=\"font-weight: 400\"> to fulfil the requirements of their role.<\/span> They <span style=\"font-weight: 400\">cannot use their time in one job to do work for the other. There are other good faith obligations for employees, which are covered later in this article.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Can An Employer Legally Prevent An Employee From Working In A Second Job?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">There are a range of valid reasons why you might want to prevent your employees from taking secondary employment.\u00a0<\/span><\/p>\n\n\n\n<div class=\"box box--info box--icon\">\n<p><span style=\"font-weight: 400\">For example, you may be concerned about protecting your business\u2019 commercially sensitive information if your employee works in a role where they are privy to a large amount of confidential information.<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">Y<\/span>ou can <span style=\"font-weight: 400\">specify in employment agreements that an employee cannot work for another employer<\/span>. <span style=\"font-weight: 400\">You may instead outline that they need your consent to do so.\u00a0<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">However, for this to be legally valid, you must have a real reason based on reasonable grounds. What constitutes a \u2018real reason\u2019 depends on the context of your business and industry. For instance, common examples of real reasons include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li style=\"font-weight: 400\"><span style=\"font-weight: 400\">protecting your business\u2019 commercially sensitive information;<\/span><\/li><li style=\"font-weight: 400\"><span style=\"font-weight: 400\">protecting your business\u2019 intellectual property;<\/span><\/li><li style=\"font-weight: 400\"><span style=\"font-weight: 400\">preventing a conflict of interest; and<\/span><\/li><li style=\"font-weight: 400\"><span style=\"font-weight: 400\">protecting your business\u2019 commercial reputation.<\/span><\/li><\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">Even if you have a real reason such as the one above, it must still be based on reasonable grounds.<\/span><\/p>\n\n\n\n<div class=\"box box--info box--icon\">\n<p><span style=\"font-weight: 400\">For instance, if your reason is that preventing your employees from working for another employer is necessary to protect your business\u2019 commercially sensitive information, there must be sufficiently sensitive commercial information that is relevant.<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">It is also important to remember that even if there is no term in their employment agreement prohibiting them from secondary employment, employees are still under other obligations to your business as part of their general <\/span><a href=\"https:\/\/legalvision.co.nz\/employment\/good-faith-obligation\/\"><span style=\"font-weight: 400\">good faith obligation<\/span><\/a><span style=\"font-weight: 400\">.&nbsp;<\/span><\/p>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 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For instance, an employee cannot mislead or deceive their employer, and they cannot act in a way that harms their employer\u2019s business. This might include using information from one of their jobs to assist another employer, breaching confidentiality.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">More generally, employees who work multiple roles must ensure that this does not impact their ability to fulfil the duties of each role. They have a health and safety obligation to take reasonable care of themselves so that the additional work does not risk themselves or anyone else in their workplace. In addition, there are requirements of good communication. Your employee should always be open and honest with you, including when discussing their other employment.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Key Takeaways<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Employers do have the capacity in New Zealand to prevent their employees from working in secondary employment or having multiple roles. This must be specified in the employee\u2019s employment agreement. However, if an employer would like to do this, they must have a real reason based on reasonable grounds, such as safeguarding their business\u2019 commercially sensitive information or assets. If they do not, it is perfectly legal for an employee to work another job or have another employer. However, there are still active good faith obligations for employees. Among other things, employees cannot perform work for a second job during their working hours for their main job, and cannot breach confidentiality or deceive their employer. If you want to know more about designing employment agreements or managing employees with multiple jobs, contact <\/span><a href=\"https:\/\/legalvision.co.nz\/employment-lawyers-lp\"><span style=\"font-weight: 400\">LegalVision\u2019s employment lawyers<\/span><\/a><span style=\"font-weight: 400\"> on 0800 005 570 or complete the form on this page.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Frequently Asked Questions<\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1614651369797\"><strong class=\"schema-faq-question\"><strong>Can anyone work multiple jobs in New Zealand?<\/strong><\/strong> <p class=\"schema-faq-answer\">Yes, the general rule is that working multiple jobs is legal unless an employee\u2019s employment agreement provides otherwise.\u00a0<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1614651361678\"><strong class=\"schema-faq-question\"><strong>When can an employer stop an employee from working in their second job?<\/strong><\/strong> <p class=\"schema-faq-answer\">An employer can include in an employee\u2019s employment agreement that they cannot work for another employer (or that they must get consent before doing so). This is only a valid restriction if the employer has a real reason for doing so based on reasonable grounds.\u00a0<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1614651346185\"><strong class=\"schema-faq-question\"><strong>What is secondary employment?<\/strong><\/strong> <p class=\"schema-faq-answer\">When an employee has additional employment or work outside their job with your business.\u00a0<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>In New Zealand, it is relatively common for employees to have multiple jobs, also known as \u2018secondary employment\u2019. While this is legal, it is possible for employers to include terms in employment agreements that prohibit employees from having a second job. However, to do so, employers must have a real reason for the requirement that<a href=\"https:\/\/legalvision.co.nz\/employment\/secondary-employment\/\">Continue reading <span class=\"sr-only\">&#8220;Can You Prevent Your New Zealand Employee From Having A Second Job?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13235,"featured_media":825,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[5],"tags":[25,139,577,581,622],"class_list":["post-203053","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-employer","tag-employment-agreement","tag-employee","tag-secondary-employment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Can My NZ Employee Have Secondary Employment? | LegalVision<\/title>\n<meta name=\"description\" content=\"If your employee is looking to take on secondary employment, you may be wondering if you prevent them. 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