Swiggy employs Moonlight Policy to allow employees do extra jobs


For its full-time employees, food-tech firm Swiggy has announced a new policy that permits them to do extra jobs. According to the rules, these employees will be permitted to accept outside projects in exchange for money or pro bono services. But internal approvals must first be obtained.

Employees are permitted to engage in activities outside of regular business hours or on the weekends as long as they do not negatively affect their performance at their full-time jobs or create any kind of a conflict of interest with Swiggy’s operations, according to the company’s moonlighting policy.

Swiggy claims that during Covid19 lockdowns, a sizable section of the working population discovered new pastimes and may even have engaged in a profession that offers a second source of income.

“This could encompass activity outside of office hours or on weekends that does not impact their productivity on the full-time job or have a conflict of interest with Swiggy’s business in any way,” the company said.

Projects that offer a higher risk of conflict of interest or interference with an employee’s responsibilities to Swiggy must be approved following the policy.

All full-time employees of Bundl Technologies, the parent business of Swiggy, including those at its subsidiaries, affiliates, associate companies, and group companies, are covered by the policy.

While such a policy does give employees more freedom, more opportunities to develop their skills, and a potential additional income source that could suppress the employee’s desire to move out, there will be significant difficulties in supervising such side businesses and there is a risk of future conflict. One person making a mistake or betraying trust could cause the rest of the team to react negatively.

Moonlighting is a problem, but most businesses would try to prevent it rather than support it, according to Shiv Agrawal, managing director of recruitment agency ABC Consultants.“Also, there are very few jobs where the productivity norms are so tightly defined that it’s possible to map exactly how taking on outside work is affecting the actual job” he added.

“Swiggy has always strived to understand the diverse aspirations of its employees and to design its organizational policies to suit their evolving needs,” Girish Menon, head of Human Resources at Swiggy, said.

Menon claims that Swiggy intends to support people in following their passions without being constrained by their full-time employment with the company through this strategy.

This occurs at a time when workers all around the world are seeking greater flexibility in terms of when and where to work in the wake of the pandemic. Furthermore, a crucial factor for keeping employees in a firm is now their mental health.

The majority of Swiggy’s roles will now be eligible for its permanent work-from-anywhere policy, which was just announced. Teams like corporate, central business functions, and technology will work remotely under the policy and meet once every three months for a week at base sites.

However, employees in partner-facing roles will need to spend a few days a week working from base locations in offices.

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