A rise in UK workers holding down two jobs

According to latest statistics from the Office for National Statistics, there has been a substantial increase in workers taking on a second job over this past year. The figures currently stand at roughly 1.26 million UK workers taking on a second job – or even a third. That equates to 3.8% of the employment population. And this figure has been growing since the beginning of last year.

For some, it’s a necessary evil, with the cost of living still high, with “overall UK household costs, as measured by the Household Costs Index (HCI), rising by 2.6% in the year to March 2025; this is a fall from 2.9% in the year to December 2024.” For others, it’s a way to grow and expand their skillset, both professionally and personally.

Whatever the reason, this upward trend is reshaping the workplace in ways that employers can’t turn a blind eye to. As many employees take on second jobs or side hustles, questions arise with regard to work-life balance, burnout, and company policies. In this article, we’ll come to understand why this trend is on the rise, the challenges it creates, and how employers can help their workforce navigate through all of this.

Working a second paid job, in addition to one’s primary job, can have major consequences. Traditionally, having a second job meant working in the evenings or at weekends, like a shop assistant undertaking bar work, or during school holidays, such as a teacher working for a delivery company out of term time to supplement their income.

Nowadays, with work changing, holding down a second job can mean taking on freelance projects, running an online business, or following creative endeavours. For employers and HR professionals, there are a few things to consider if you know that some of your employees are taking on a second job:

• How it will impact the performance of their main job
• Potential conflicts of interest, especially if the second job is linked to the main role in any way, where there might be some competition
• Work-life balance, along with the risk of employee burnout
• Whether to implement company policies regarding second roles if these aren’t already in place

At its centre, taking on a second position is a response to career motivations and / or financial pressures, with workers taking control of their economic security or professional growth in an ever-evolving labour market.

There are a few things employees need to consider before taking on a second position.

Does my contract exclude me from working a second job in the same industry?

• Check your contract and speak with your employer.

What about if I’m working in a completely different sector?

• There should be no conflict of interest if that’s the case.

How much tax will I pay and do I need to inform HMRC about my other job?

• You need to register for self assessment if you start a self-employed job and make over £1,000 profit a year. This will help HMRC to ensure that you’re paying the right amount of tax.

What if my second role takes me over the maximum weekly limit a week?

• The maximum weekly working limit is 48 hours in the UK, and it’s down to both employers to ensure that this isn’t exceeded – it ensures you’re healthy and alert enough to perform your roles properly and safely.
  

Employers need to consider their company procedure and processes, and also the wellbeing of those workers who feel the need to take on a second job.

Does having a second job breach the terms and conditions set out for the employee’s main role?

• There’s often a clause in employees’ contracts prohibiting them from working a second job in the same industry as their first job.
• Some contracts prevent employees from working any other job at all, no matter what industry it’s in, because employers want staff to ensure their first job is their main priority, and thus dedicate their time and energy fully to it.

What about legal proceedings if an employee flouts the rules?

• These could be enacted if it’s found that a worker has another job, and has breached the rules of their contract. This could lead to being laid off or dismissed.

1. Being economically insecure – this is one of the main drivers behind the increase in workers taking on a second role. And all the while, rising inflation and housing costs push many employees to find supplemental income in order to keep up with their basic living expenses.
   
   

2. Job insecurity – it’s not just about financial gain. The strain of not knowing whether you can hold on to your job plays a part in people rushing to find a second income, on top of their main job.

3. Professional growth – many workers secure a second job for professional reasons, such as:

• Exploring new interests or passions
• Developing new skills to advance their career
• Testing out entrepreneurial ideas
• Building a more diverse and resilient income stream

Remote work opportunities, gig economy platforms, and online marketplaces make it easier than before to start a side business or launch a freelance career.

For some, this can be a stepping stone to a new business venture or career path. But without clear boundaries, risks remain. Even if second jobs are fulfilling, the potential for suffering from mental health issues or work-life imbalance is still real.

It’s true to say that dual employment in the UK is no longer an unusual phenomenon. Whether this is being driven by economic reasons, fear of losing a main role, or personal ambition, the uptake of second jobs is on the rise. As this trend continues to grow, employers can’t afford to ignore its impacts on productivity, well-being, and engagement of their workforce.

Forward-thinking organisations are discarding outdated policies that discourage or ban other employment. Instead, they recognise the value that second jobs can bring – whether that’s from developing additional skills, enhancing employees’ financial stability, or expanding their professional networks.

Rather than punishing or stigmatising dual job holders, many companies actively support their needs, helping them to flourish and move forward.

Key strategies that employers can implement include:

• Flexible working and remote opportunities – allowing employees to manage multiple responsibilities without sacrificing performance.
• Offering mental health resources – counselling sessions and wellness apps that help employees manage stress and reduce the risk of burnout that can be associated with working two jobs.
• Setting boundaries – based around respecting time off and being mindful of after-hours communication, so workers don’t feel pressurised to “always be on” while holding down another job.
• Supporting career development – through mentorship programmes and training which align with employees’ evolving interests and skills, helping employees to grow inside and outside of the company.
• Building an open work culture – so employees feel safe revealing that they have a second job without fear of any repercussions, particularly if there’s no conflict of interest.

Employers who embrace this open and supportive approach can turn a potential source of friction into an opportunity to foster loyalty and engagement. Supporting those employees who feel the need or urge to take on a second role not only helps them to remain financially secure, but also points towards treating them with the trust and respect they deserve.

If you’re interested in learning more about how Careerminds can elevate your teams and rethink your workplace policies, contact us at the earliest opportunity to find out more.