Infosys
Business

Infosys agrees for external gig work for employees with managers prior consent

The second-largest IT company in India, Infosys, has let its employees to take on gig work during their free time with the manager’s prior approval amid all the talk about moonlighting. The company has informed its managers about the company’s policies on gig labour, according to an internal email sent to management at Infosys.

Bengaluru-based With the previous approval of their manager and BP-HR, Infosys has enabled its employees to take on freelance work on the side, so long as the work does not compete with the company, its clients, or create a conflict of interest.

In an internal memo, the company—which is the first large provider of software services in the country—explained how employees may take on “gig” labour. Infosys had previously stated that it did not support moonlighting and that any employees who had done so within the previous year had been fired.

The development takes place at a time when the debate over working two jobs at once has gained media attention. Employees that moonlight frequently work numerous jobs simultaneously by taking on side gigs.

However, the IT services firm did not define “gig” work or “moonlighting.” Analysts claim that because it allows employees to follow their interests in technology while looking for additional sources of revenue, albeit with stringent limitations, the choice may help the business with some retention concerns.

The organisation does not support multiple employment, according to Infosys CEO Salil Parekh. He had previously stated, “We don’t encourage dual employment… if we found… in the past, someone doing flagrant work in two specific organisations where there is a confidentiality issue, we have let them go in the last 12 months.”

One business that has a firm stance against moonlighting is Infosys. In a message addressed to staff previously, it stated that moonlighting was not acceptable and that any violation of the conditions of the contract would result in disciplinary action “which can potentially lead to termination of employment.”

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