The main rule is that employees dispose of their leisure time as they wish and that secondary employment is permitted. However, pursuant to legislation and collective agreements, some types of secondary employment are prohibited on the grounds that they damage credibility, interfere with work duties or represent competition.
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 occupation 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 employees have a duty to report secondary employment if requested to do so.
Secondary employment for teaching staff
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. This rule applies only to R&D work and not to teaching assignments or other commitments outside your university employment.
This right entails a greater obligation for teaching staff to report secondary employment. The following categories are considered teaching staff, as defined in the Lund University Appointment Rules:
- professors and visiting professors,
- adjunct professors,
- senior professors,
- senior lecturers,
- adjunct senior lecturers,
- associate senior lecturers,
- research fellows,
- lecturers and
- adjunct lecturers.
If you are employed as a researcher or a doctoral student, you are not covered by the rules concerning secondary employment for teaching staff.
Please note that even R&D occupations are not permitted if they damage credibility, interfere with work duties or represent competition.
Reporting secondary employment
All teaching staff are to submit a report annually on secondary employment, including staff who have no such employment.
When you report secondary employment, you are to do so in such a way as to allow your manager to determine whether or not it is permitted.
Previously approved reports on secondary employment are to be updated if the scope or nature of the occupation changes.
A small number of managers are covered by the local agreement on managers. If you are one of them, you have a greater obligation to report secondary employment and must submit a report whether or not you are engaged in any secondary employment.
Other employees only need to report secondary employment if requested to do so by their manager. In such cases, there must be a reason for the request, either with reference to the way in which you carry out your regular work duties or if the requirement for objectivity and impartiality is particularly important in the exercise of your work duties. This can be the case if you work with procurement, for example, in close collaboration with other agents.
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.
Please contact your line manager or the human resources officer within your department/faculty or equivalent.