Why Bosses Are Cracking Down on 'Polygamous' Employees: Is It Cheating If It's Work?

The modern workplace is evolving, and with it, the boundaries of traditional employment are being tested. One emerging trend gaining attention is “polygamous working,” where employees hold multiple full-time jobs simultaneously without informing their employers. This practice has sparked debates around legality, ethics, and the broader implications for both workers and employers.

What Exactly Is Polygamous Working?

Polygamous working refers to a situation in which an employee takes on two or more full-time roles at different companies, often overlapping in time and commitment. Unlike moonlighting or holding a side job after regular work hours, polygamous working typically involves using the same block of time to serve multiple employers—sometimes even performing similar tasks for competing organizations.

This phenomenon has gained traction in recent years, largely due to the rise of remote work. With the pandemic accelerating the adoption of digital collaboration tools, many employees now have the flexibility to work from anywhere, making it easier to divide their attention across multiple roles. According to data from the U.S. Census Bureau, the number of remote workers in the U.S. more than doubled between 2019 and 2023, rising from 5.7% to 13.8%. That translates to an increase from roughly 9 million to over 22 million workers.

Technology plays a crucial role in enabling this behavior. Tools like video conferencing platforms, project management software, and virtual desktops allow employees to manage multiple workflows seamlessly. Some have even turned to tactics like “mouse jiggling” software—programs that simulate activity on a computer screen—to appear engaged while focusing elsewhere.

Is It Illegal?

While polygamous working may raise ethical concerns, it's not inherently illegal. The U.S. Bureau of Labor Statistics reported that in 2024, approximately 8.43 million Americans held multiple jobs. Of these, about 376,000 worked more than one full-time position, defined as 35 or more hours per week.

Legal experts emphasize that the key issue lies in contractual obligations. Kelsey Szamet, a partner at Kingsley Szamet Employment Lawyers in California, explains: "There’s no express law that prohibits the practice of holding down multiple employment positions unless the activity interferes with a valid contractual commitment." Contracts containing exclusivity clauses, non-compete agreements, or confidentiality provisions can make such practices a breach of contract.

For example, if an employee signs an agreement stating they will not engage in outside work during company hours or with competing firms, then taking on additional full-time roles could expose them to legal consequences.

Ethical Considerations

From an ethical standpoint, the term “polygamy” implies deception and divided loyalty—concepts that sit uneasily within professional relationships. Brittany Truskowski, COO of Grand Canyon Law Group in Arizona, notes, “It depends on how it’s done. If someone is transparent and doing the job competently, that’s one thing. But hiding it, gaming the system, or double-dipping on hours goes too far.”

Some employees use creative methods to conceal their dual roles, including attending two meetings at once via separate devices or falsifying attendance records. These actions erode trust—a cornerstone of any employer-employee relationship. Once broken, restoring that trust becomes extremely difficult.

Navigating Multiple Jobs Responsibly

For individuals considering additional employment, transparency is essential. Workers should ask themselves critical questions:

• Can I perform both roles effectively?
• Does my current employment contract allow outside work?
• Am I being honest with my employers?

Truskowski advises, “If you’re thinking, ‘I just hope nobody notices,’ then it’s time to re-evaluate.” Employees who are upfront about their intentions can often negotiate terms that protect both parties. Employers, meanwhile, benefit from knowing what to expect and can adjust expectations accordingly.

Szamet recommends reviewing contracts thoroughly and discussing secondary employment plans with primary employers before proceeding. She also warns against using company resources, proprietary information, or equipment for outside work.

Employer Protections Against Polygamous Workers

Employers aren’t powerless when it comes to addressing potential polygamous workers. Proactive measures include:

• Including clear exclusivity and conflict-of-interest clauses in employment contracts
• Communicating secondary employment policies during onboarding and in employee handbooks
• Monitoring productivity and performance metrics to detect anomalies
• Addressing concerns through HR channels before escalating to disciplinary action

In cases where contractual violations occur, companies may pursue legal remedies or terminate the employee based on breach of agreement.

The Bottom Line

Polygamous working remains a complex and nuanced topic. For some workers, juggling multiple roles is a financial necessity or a strategic career move. For employers, however, it represents a potential risk to productivity, intellectual property, and company culture. Open dialogue, transparency, and well-defined employment agreements are the best ways to navigate this increasingly blurred line in the world of work.