INTRODUCTION TO THE CASE-

NHRD, which is a leading HR industry organized an HR conclave in order to discuss the

future of the workplace and the methods of work that are to be attributed. For many HR
leaders, there is confusion about whether to enforce strict employment laws as there are
moonlighting and GIG methods being followed or done by many employees. In this short-
talented market, it is very important to think on this case whether to acknowledge employees
to embrace moonlighting or only set boundaries where it could be done.
Since the Covid-19 pandemic led several organizations to adopt a hybrid mode of working, a
new habit formed among employees who had flexibility in working. Even though the
organizations wanted to bring back the normal working routine, few situations resisted it.
Employees undertook to moonlight, and gig work in their free time. This trend is pervasive in
the consulting and knowledge industries, including IT/ITeS. These assignments were picked
because they would end up resulting in greater rewards, learning, and exposure. Dual
employment is prohibited by law in India, but contracts of employment that upheld this ban
and punished employees led to a greater loss of talent. Greater attrition was the result of
workers being content with quitting the company for less formal or restricting work
environments.
The choice faced by organizations was whether to outlaw moonlighting through stringent
contracts, employee oversight, and informal checks or to authorize it by claiming
moonlighting "ethical". Nevertheless, policies that forbid moonlighting may undermine the
culture of trust and raise attrition overall, not just among moonlighting workers. Yet,
organizations might recognize the trend and formalize moonlighting via suitable rules and
regulations, which have led to increased risk to employee commitment, ensuring efficiency,
information and security risk, and the organizations' ability for anticipated customer service.

PROBLEM STATEMENT-