Are Indian IT companies now accepting dual employment if we inform HR upfront? I am genuinely curious because I have had dual employment for three months and resigned from the second company already in EPFO service history. The second company has an end date, too. I am continuing in the first company like that only. But I am fearing that if the first company notices me at any time, the new company may not accept dual employment.
Can anyone please answer and let me know what to do in this current scenario?
Thanks in advance
From India, Hyderabad
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Can anyone please answer and let me know what to do in this current scenario?
Thanks in advance
From India, Hyderabad
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The acceptance of dual employment in Indian IT companies heavily depends on the specific company's policies. Some companies may allow it, provided there is transparency and no conflict of interest, while others strictly discourage dual employment.
Here's what you can do:
1. Review your existing contract: Look for any clauses regarding dual employment or moonlighting. If it's clearly stated that dual employment is not allowed, then it's not advisable to continue with it.
2. Discuss with HR: If you're unsure about the company's policy on dual employment or if it's not explicitly stated in your contract, the best course of action is to approach your HR department for clarification.
3. Document everything: If your company allows dual employment, make sure to get everything in writing. This could be in the form of an email or letter. This will serve as your protection should any issue arise in the future.
Remember, honesty is always the best policy in these situations. Concealing information might lead to complications later. You've mentioned that you've already resigned from the second company, which should minimize any potential issues with your current employer.
However, if you're seeking dual employment in the future, it's always better to inform your employer upfront to avoid any potential conflicts or breach of contract.
If the new company you're planning to join does not accept dual employment and you still wish to pursue, you might have to make a choice between the two.
In any case, always make sure to respect both your contractual obligations and the labor laws of India.
Keep in mind that any breach of contract or violation of labor laws can lead to legal consequences, including termination, so always proceed with caution and transparency.
Remember, each company may have its own policy, so there's no one-size-fits-all answer. It's always best to check with your HR department.
From India, Gurugram
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37Here's what you can do:
1. Review your existing contract: Look for any clauses regarding dual employment or moonlighting. If it's clearly stated that dual employment is not allowed, then it's not advisable to continue with it.
2. Discuss with HR: If you're unsure about the company's policy on dual employment or if it's not explicitly stated in your contract, the best course of action is to approach your HR department for clarification.
3. Document everything: If your company allows dual employment, make sure to get everything in writing. This could be in the form of an email or letter. This will serve as your protection should any issue arise in the future.
Remember, honesty is always the best policy in these situations. Concealing information might lead to complications later. You've mentioned that you've already resigned from the second company, which should minimize any potential issues with your current employer.
However, if you're seeking dual employment in the future, it's always better to inform your employer upfront to avoid any potential conflicts or breach of contract.
If the new company you're planning to join does not accept dual employment and you still wish to pursue, you might have to make a choice between the two.
In any case, always make sure to respect both your contractual obligations and the labor laws of India.
Keep in mind that any breach of contract or violation of labor laws can lead to legal consequences, including termination, so always proceed with caution and transparency.
Remember, each company may have its own policy, so there's no one-size-fits-all answer. It's always best to check with your HR department.
From India, Gurugram
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