A new workplace trend is quietly emerging in the era of remote and hybrid work: “polyamorous employment”—sometimes referred to as “polygamous working.” The concept describes employees holding multiple full-time roles at the same time, often without disclosing this to their employers.
While this phenomenon has been gaining attention in larger organisations and the public sector, its potential impact on small and medium-sized enterprises (SMEs) could be even more significant.
For SMEs, where teams are smaller and trust is often the foundation of workplace culture, the implications are worth examining carefully.
What Is Polyamorous Employment?
Polyamorous employment refers to employees secretly working for two or more employers simultaneously during the same working hours. This is different from traditional side hustles or part-time secondary jobs. In these cases, individuals are contracted as full-time employees in multiple roles at the same time.
The rise of remote and hybrid work models has made this easier. With fewer in-person interactions and less direct supervision, some employees are able to manage overlapping calendars, automate tasks, or distribute their time between multiple organisations.
Importantly, having more than one job is not illegal. The issue arises when employees fail to disclose additional employment or when it breaches contractual obligations, such as exclusivity clauses or conflicts of interest.
Why This Matters for SMEs
For many SMEs, this trend presents several practical challenges.
1. Productivity and performance risks
In smaller businesses, every team member usually plays a critical role. If an employee is dividing their attention between multiple full-time roles, it can quickly affect productivity, responsiveness, and team collaboration.
2. Confidentiality and conflict of interest
SMEs often operate in competitive markets where intellectual property, client relationships, and strategic information are essential assets. An employee working for multiple organisations could unintentionally create risks around data protection or competitive advantage.
3. Cultural impact
SMEs typically rely heavily on trust and transparency. Discovering that an employee has been secretly working elsewhere can damage team morale and create tensions within the organisation.
4. Compliance and contractual issues
Many SMEs already include clauses around secondary employment in their contracts, but these policies are often outdated or not actively discussed with employees.
Why Is This Trend Emerging?
Several factors are driving the rise of polyamorous employment.
Remote work has increased flexibility and reduced visibility of day-to-day activity. At the same time, economic pressures and rising living costs are encouraging some professionals to seek additional income streams.
There is also a broader shift in attitudes towards employment. Increasingly, some workers see jobs less as long-term commitments and more as opportunities to diversify income and reduce financial risk.
What SMEs Should Consider Now
For SME leaders and HR professionals, the goal is not to create unnecessary surveillance or distrust. Instead, this trend highlights the need for clearer expectations and modern policies.
A few practical steps include:
• Reviewing employment contracts and exclusivity clauses
• Clarifying policies around secondary employment
• Strengthening confidentiality and conflict-of-interest provisions
• Focusing on outcome-based performance management rather than simply monitoring working hours
• Encouraging open conversations about workload and external commitments
A New Reality for Modern Work
Polyamorous employment may still be a relatively niche trend, but it reflects a broader transformation in how people think about work, flexibility, and financial security.
For SMEs, the key challenge is finding the right balance: protecting the organisation while maintaining the flexibility that modern employees increasingly expect.
As remote and hybrid work continue to evolve, this is likely to become a conversation that more SME leaders and HR professionals will need to have sooner rather than later.
