Moonlighting implies treading the wrong path

One can assume that employees resort to moonlighting when their self-interest is not served enough in the workplace. This could involve monetary benefits, lack of growth and engagement, inadequate opportunities to upskill, and more. There are two perspectives to moonlighting — legal and the relationship between employee and employer. From a legal point of view, employees commit to being part of a team to achieve common goals. This would be the employment contract. There needs to be complete clarity and transparency in the formulation of contracts and workplace policies.

From an employer's perspective, their focus, in this case, is data protection and ensuring that employee loyalty is not compromised.

From a relationship point of view, the cornerstone of the workplace is an honest relationship between the employee and the employer. Both need to perceive each other as equal stakeholders in the formulation of workplace culture and policies. The aim is to ensure that there is a balance between both self-interests.

Hence, the communication between the employer and the employee must be honest and open, especially regarding issues such as moonlighting. And finally, from a personal point of view, as employers, we have always encouraged employees to be part of pursuing a passion. We are volunteering as well, which might have no mention in the official contract. This is because it helps people to build stronger bonds with each other and allows them to relax and gives room for the flow of creative juices.

If someone pursues employment (moonlighting) with defined commitment in lieu of returns, it crosses the line and needs to be declared openly. Frankly, if you feel the need to hide it and keep it a secret, you are treading the wrong path. To summarise, the key critical points are transparency and honesty.

- Siddhartha Gupta, CEO, Mercer Mettl