[Hiring Advice #016]💼 Should Companies Be Worried About Employees Having Two Jobs?

Imagine an employee who works for your company during the day and runs a small business in the evening.

Another employee has a full time job but also works as a freelance consultant.

Would you be concerned?

Many employers would probably say yes.

But things are changing.

More people are looking for extra income, new experiences, and greater freedom in their careers.

This trend is often called Polyworking. It means having more than one job or professional role at the same time.

And it is becoming harder for companies to ignore.

So, instead of asking how to stop it, perhaps employers should ask a different question.

How can we make this trend work for us?

📈 1. This Is No Longer Just an Employee Trend

Second jobs are becoming a real HR issue.

And companies are starting to respond.

A 2026 survey of 500 large Japanese companies found that:

• 54.6% allow employees to have a second job.

• 56.8% accept people who work for other companies as outside workers.

• 56.4% see outside work as important for finding and keeping talent.

  
  

This tells us something.

Companies are starting to see second jobs differently.

They are no longer looking at outside work only as a risk. Some are beginning to see it as an opportunity.

🌍 2. Look Beyond Traditional Hiring

Does every business need another full time employee?

Not necessarily.

Sometimes, a company needs specific skills for a limited period. Hiring someone permanently may not be the best answer.

Why not consider other options?

• Bring in an experienced CFO on a part time basis.

• Hire a marketing expert for a specific project.

• Work with independent technology specialists.

• Use experienced executives as business advisors.

  
  

These professionals may already have full time jobs elsewhere.

But that does not mean they cannot bring value to your business.

Companies can access skills and experience without making every person a permanent employee.

You do not always need to hire more people. Sometimes, you just need access to the right people.

💡 3. Turn Outside Experience Into Business Opportunities

What if employees could bring more than just skills from their second jobs?

They could bring new clients, business ideas, partnerships, and market insights.

Companies could explore opportunities such as:

• Create Business Partnerships: Connect with businesses and professionals that employees meet through their outside activities.

• Discover New Markets: Use employees' external networks to explore new customers, industries, and business opportunities.

• Test New Business Ideas: Give employees the chance to present ideas they have developed through their independent work.

• Build New Revenue Streams: Explore whether employees' specialist knowledge or outside projects could lead to new services or business lines.

  
  

Interestingly, the Mirai Works 2026 survey found that 49% of companies already using outside talent had used skills or networks gained through outside work in new business projects or development.

This suggests that outside experience can create value beyond the individual employee.

Of course, clear rules are needed to protect confidential information and avoid conflicts of interest.

But why limit employees' outside experience to personal development?

What if their second job could create new opportunities for their first employer?

🚀 4. What Can Companies Try?

There is no single solution.

But companies can start with a few simple changes.

1. Be More Open to Second Jobs

Allow outside work when there is no conflict of interest or negative impact on the business.

2. Work With Independent Professionals

Build relationships with freelancers, consultants, and experienced executives. They may become valuable partners when you need specific skills.

3. Create More Project Based Opportunities

Not every business need requires a permanent hire. Consider using specialists for specific projects or short term assignments.

4. Build Your Own Talent Network

Stay connected with former employees, independent experts, and professionals in other companies. They could become future partners or sources of talent.

5. Focus on Results, Not Time Spent

If employees deliver what is expected, does their outside activity really matter?

Of course, companies still need clear rules on confidentiality, working hours, and conflicts of interest.

But control should not be the starting point.

Finding ways to work together should be.

📝 FINAL THOUGHTS 📝

The world of work is changing.

More people are choosing to build careers

beyond a single job or employer.

Companies can see this as a challenge,

or they can learn to turn it into an advantage.

By embracing outside work,

companies can gain access to

new skills, fresh ideas, valuable connections,

and even new business opportunities.

The future of work may not

belong to companies that

own the most talent.

It may belong to companies that

know how to access it.

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📚 Sources & Further Reading

Mirai Works (2026) – 2026 Corporate Side Job Policy Survey

SHRM (June 2026) – Rather Than Banning Polywork, Make It Work for Your Organization