Supporting Employees on Second Job Arrangements During COVID-19

When there is no work, employers should support employees with reduced work hours to take on a second job (i.e. part-time, temporary work) to make up for lost income. This will help them mitigate the impact of COVID-19 on their livelihood. Read MOM’s Guide on second job arrangements for employees with reduced work hours in response to COVID-19.

Do you know your obligations when your employees are on second job arrangements? For more FAQs on second job arrangements, visit the MOM website here.

Q1. An employee worked for his/her first employer in the morning, and his/her second employer in the afternoon. The employee fell sick and was unable to report to work. Are both employers required to provide sick leave and medical benefits?

Yes.

However, both employers would only be required to provide a pro-rated day of paid sick leave, assuming that the employee has worked for more than 3 months for both employers. 

Q2. Can I stop my employees from taking on a second job?

No, unless the employment contract prohibits moonlighting or there is a conflict of interest.

Employers should be considerate and supportive towards employees’ circumstances during this period. Employers are encouraged to waive contractual prohibitions against taking on a second job and help employees resolve conflicts of interest where possible given that they initiated the reduced work hours and reduced salaries to save costs.

Q3. As the first employer, how do I send my employees for training, when some of them have taken on a second job?

You should discuss with your employees on the training commitments that may fall on days that he/she is not working for you, and work out a mutually agreeable arrangement.

Employers should be flexible and supportive when employees take on a second job to supplement their income.