Secondary employment which damages credibility is prohibited by law. Prohibition of other types of secondary employment is regulated in collective agreements.
Definition of secondary employment
In principle, secondary employment is any activity in which you engage temporarily or permanently alongside your employment and which does not concern your private life. Activities typically included in the private sphere, such as hobbies or taking care of your personal or family properties and private matters, do not count as secondary employment.
There is no requirement for the activity to have a particular scope in order to count as secondary employment; likewise, whether or not it is financially remunerated is of no significance. Extra work for Lund University or another public authority may also constitute secondary employment.
Why rules on secondary employment are needed
The main reason for regulating the right of public sector employees to secondary employment alongside their jobs is the general public’s interest in impartiality and objectivity in the exercise of public authority, to ensure that trust in the public authority and its employees is maintained.
The rules on conflict of interest also aim to guarantee objectivity and impartiality within public authorities.
The state and ultimately the general public have an interest in ensuring that public authority employees do not engage in secondary employment which negatively influences their regular work or the activities of the public authority.
Your responsibility as an employee
As an employee, you are responsible for ensuring that the secondary employment is permitted. Permitted secondary employment and work at the University are always to be clearly separated and all secondary employment is to be entirely conducted outside the framework of employment at the University.
All teaching staff must report secondary employment. Even teaching staff who have no secondary employment must submit a report. Other employees only need to report secondary employment if specifically requested to do so.
Quick guide to reporting secondary employment in Primula Web
(PDF – 41 kB, new window)
To access Primula Web from outside the University network, from home for example, first log in via the VPN service.
Secondary employment in research and development work
Teaching staff at higher education institutions have a more extensive right to engage in secondary employment regarding research and development (R&D) within the subject area of their main employment. This is to facilitate cooperation between the University and wider society.
However, this right presupposes that you do not damage the general public’s trust in your employer. In addition, the rule only covers your R&D activities, not pure teaching assignments or other undertakings.
Please note that the R&D activities are not permitted if they
- damage credibility,
- are an impediment to regular work or
- constitute competition.
Obligation to report
All teaching staff are to submit a report on secondary employment. Even teaching staff who do not have any secondary employment are to submit a report. In submitting your report, you confirm that you have been informed of the obligation to report secondary employment and you state whether or not you are engaged in any secondary employment.
Lund University’s appointment rules regulate which teaching positions exist at the University. Currently, teaching staff include the following:
- professors and visiting professors,
- adjunct professors,
- senior professors,
- senior lecturers,
- adjunct senior lecturers,
- associate senior lecturers,
- research fellows,
- lecturers and
- adjunct lecturers.
Doctoral students are not included.
Please note that adjunct lecturers who are employed at Lund University are also covered by the regulations on secondary employment.
If you are an employee covered by the local agreement on managers, you are to submit your report to the vice-chancellor.
Reporting secondary employment for technical and administrative staff
If you are employed as technical or administrative staff, you only need to report secondary employment if specifically requested to do so.
In such cases, there must be a reason for the request, either with reference to the way you carry out your work duties or if the requirement for impartiality and objectivity in the exercise of your work duties is particularly important.
For example, impartiality and objectivity can be of central importance in procurement or in activities involving close cooperation with another legal entity.
If an employee is observed to be engaged in prohibited secondary employment, the matter should primarily be solved through advice and consultation with his or her line manager. The University can take a special decision ordering an employee to cease the secondary employment or prohibiting him or her from taking it on.
In case of serious offence, or if an employee continues to engage in secondary employment despite a request or decision ordering him or her to desist, he or she may incur disciplinary liability for misconduct or the university employment may be terminated.