'Multiple Contract Working' is a term used where individuals secretly hold two jobs simultaneously, both scheduled during the same hours. For instance, an employee may work 9 am to 5 pm with one employer and simultaneously maintain the same hours with a second employer. It is crucial to distinguish this from having a second job outside working hours with the primary employer.

While multitasking is common, juggling two jobs simultaneously is impractical. It risks neglecting responsibilities in one role, potentially leading to contract breaches or fraud accusations if contracted hours and attention aren't devoted as agreed.

Councils, as recipients of public funds, large employers and usually implementing significant flexible working options, face challenges with some individuals exploiting these arrangements. This article discusses the growing concern of Multiple Contract Working in local authorities and examines potential motives.

There are four key areas we want to bring to your attention:

1. Identifying Multiple Contract Working: Detection may occur through staff disclosures, social media, performance issues, or attendance concerns.
2. Monitoring: Many councils can track employee log-in/log-off times. Monitoring should align with policies and only be undertaken when necessary.
3. Communication: Employees should understand expectations and be informed about any monitoring activities.
4. Disciplinary Actions: Whether Multiple Contract Working warrants disciplinary action depends on circumstances. Breaching employment contract terms or committing fraud are critical considerations.

To safeguard against Multiple Contract Working, we recommend:

• Express Contract Terms: Include explicit language in employment contracts obliging employees not to engage in Multiple Contract Working or require them to disclose such practices.
• Clear Communication: Clearly articulate expectations through policies and training, emphasizing the consequences of engaging in Multiple Contract Working.
• Culture: If you have a positive culture people are less likely to consider Multiple Contract Working.

By addressing these points, councils can proactively mitigate the risks associated with Multiple Contract Working, fostering transparency and adherence to contractual obligations which in turn will enable the council to comply with its own legal obligations and provision of services.