How to deal with secondary employment in your negotiation

Regardless of whether you are involved in a community sporting group, volunteering for a charity, accepting a Board position or working a second job, your current employer may have legitimate concerns about your secondary employment. 

These concerns are likely to focus primarily on three things; are you able to manage the time (and subsequent health impacts) of the additional workload; does the secondary employment give rise to a conflict of interest (perceived or actual) and does your secondary employment affect the reputation of your employer?

It’s important to address these concerns up front in your negotiation in order to maintain a healthy and transparent working relationship with your current employer. Here's how you can navigate these concerns:

Clear and open communication is important. Initiate a conversation with your employer about your intention to engage in secondary employment, or if you are applying for a role, declare any secondary employment. Outline a plan on how you intend to manage your time effectively. Assure them that your primary job remains your top priority, and establish a structured schedule that accommodates both roles without compromising your health or well-being. In presenting your plan you may be asking for time flexibility from your employer in order to accommodate the secondary employment, so emphasising the benefits of the secondary role to your own professional development and adding the benefit of community engagement positively enhancing the employer’s corporate image, can be helpful.

Proactively addressing potential conflicts of interest will build your credibility. Firstly, it demonstrates that you understand that it may be a risk and secondly, talking it through provides the opportunity to demonstrate that you can competently manage it. Provide information about the activities and responsibilities associated with your community group, charity work, board position, or second job. Highlight areas where conflicts may arise and then discuss safeguards or measures you'll put in place. This could include setting specific boundaries, agreeing with your employer to seek approval for certain activities, or recusing yourself from situations where conflicts may occur.

Finally, address any potential reputational concerns head-on. Reiterate your commitment to upholding the values and reputation of your current employer. Assure them that your secondary activities will reflect positively on both you and the organisation, and provide examples of how your community involvement or board position aligns with you employer’s mission and values.

Many years ago I was asked to join the Board of one of New Zealand’s leading charities, the Child Cancer Foundation. The person who asked me to join the Board was at the time a Director of a company that was a large supplier to my primary employer. Given that there may be concerns about the closeness of our relationship, I did not accept the position until I had discussed the matter with my employer. My boss and I agreed on how it would work and also that we would seek the additional approval of the Chair of the organisation’s Finance, Audit and Risk Committee. The matter was discussed and my involvement was approved. For years afterwards whenever I saw the Chair of the Finance, Audit and Risk Committee I would often be asked how my charity work was proceeding. It was clear that the profile and good standing of the charity reflected well on my employer and on me, they were pleased that I was making a contribution to the charity.

It is good practice to have agreement for secondary employment from your employer. The bonus benefit is that by having this conversation, by bringing the matter up, you are also sharing a little more of who you are with your employer. This brings a fresh perspective of you to the table and helps your employer to understand you better.