Rules for secondary employment

Last changed: 12 August 2021

Secondary employment is any work carried out alongside an employee’s regular employment at SLU.

Secondary employment is normally permitted

As a rule, secondary employment is permitted at SLU provided that the following criteria are met:

  • Secondary employment must not constitute competition with SLU’s commercial activities.
  • Secondary employment must not adversely affect SLU’s image or risk undermining the public’s trust in SLU.
  • Secondary employment must not prevent the employee from performing their regular tasks or affect their work negatively.

The employee’s immediate superior, and their superior if applicable, will decide whether secondary employment can be permitted. In case of doubt, you must contact your HR specialist at the Division of Human Resources to arrange a consultation with the group for secondary employment assessment. This group is made up of the director of human resources and the head of legal affairs.

Employee responsibility

All employees must be familiar with the rules for secondary employment and report any secondary employment for assessment in the Primula self-service tool.

Your responsibility as a manager

At the annual staff development review, you must ask employees if they have any secondary employment. If that is the case, or if secondary employment that has already been reported has changed, the employee must report the employment again for you to assess.

If an employee wishes to take up secondary employment during the year, they must report it and have it assessed by you. This must be done before taking up secondary employment.

For teaching staff, additional rules apply. More information is available in the guidelines for secondary employment, SLU ID 2020.1.1.1-802.

What counts as secondary employment?

Secondary employment is permanent or temporary work – paid or unpaid – that is carried out alongside an employee’s principal duties at SLU. Extra work for SLU or another public authority may also count as secondary employment.

Secondary employment that is normally permitted

  • Political, state and municipal positions
  • Posts with scientific societies
  • Trade union posts
  • Elected office in non-profit organisations such as housing associations and associations with no links to the employee’s employment

Secondary employment that is not permitted

  • Competitive secondary employment
  • Secondary employment that may harm the main employer
  • Secondary employment that prevents the employee from fulfilling their duties

What happens if an employee engages in secondary employment that is not permitted?

As a manager, you can order an employee to cease their secondary employment, either partially or in full. The employee must be informed of this and receive a written decision with justification.

You need to consult with your HR specialist at the Division of Human Resources before deciding that secondary employment must cease.

More information is available in the guidelines for secondary employment.



HR specialists
HR Unit, Division of Human Resources