Flexible Work & Moonlighting Policy
SudoHire supports lawful freelance, contract, part-time, moonlighting, and secondary-work opportunities. This policy helps talent and employers use those options responsibly; it is not approval from a primary employer and cannot replace applicable law or individual agreements.
Effective: 14 August 2026Meaning of work-model labels
On SudoHire, freelance, independent contractor, consultant, gig, part-time, moonlighting, secondary job, and similar labels describe how a user wishes to present an opportunity or profile. They do not decide legal status, create an employment relationship with SudoCodeLab, or prove that outside work is permitted. The facts of each engagement and applicable law control.
Lawful opportunity, not automatic permission
SudoHire does not impose a general ban on lawful secondary work. At the same time, no platform policy can override enforceable confidentiality, conflict, fiduciary, intellectual-property, safety, work-authorization, sector, working-time, or other duties. A restriction on future lawful trade may be limited by applicable law, but that does not automatically invalidate duties during employment or authorize misuse of an employer's resources or information.
Talent checklist
Before applying or accepting, review your employment or service agreement, handbook, exclusivity and conflict rules, required notice or consent, working hours and rest, regulated-role restrictions, visa or work authorization, confidentiality, invention assignment, and data-security duties. Accurately disclose availability where relevant, obtain required approval, and keep records of agreed scope, hours, payment, ownership, and termination.
Employer and client checklist
Before engaging talent, verify identity, skills, availability, authorization, and any permission the engagement reasonably requires. Do not ask talent to conceal unlawful work, breach another agreement, bring proprietary material, or work unsafe hours. Use a written agreement and apply lawful classification, pay, tax, benefits, safety, privacy, anti-harassment, accessibility, and non-discrimination practices.
Conflicts of interest
Talent should not accept work that competes in a way prohibited by an enforceable current duty, compromises impartiality, creates divided loyalties in a regulated or fiduciary role, or interferes materially with existing commitments. Employers and clients should ask only proportionate, job-relevant conflict questions and assess each situation fairly rather than assuming every secondary role is prohibited.
Confidentiality, resources, and intellectual property
Keep each organization's information, accounts, equipment, time, code, customer data, and work product separate. Never reuse confidential material, trade secrets, licenses, credentials, datasets, or proprietary tools without permission. The talent and client must agree in writing what pre-existing material remains owned by its creator and who owns or may use new work product.
Classification
Independent-contractor status must reflect the actual relationship, including control, integration, economic dependence, hours, equipment, risk, and other legally relevant facts. Users may not choose a label merely to avoid employment, wage, leave, social-security, provident-fund, insurance, safety, termination, or collective-rights obligations. Reassess status if the working arrangement changes.
Hours, rest, performance, and safety
Talent must manage combined commitments so work remains safe, lawful, and reliable. Employers and clients must not require schedules that violate applicable working-time, overtime, rest, leave, or occupational-safety requirements. Where combined hours are known and relevant, parties should address fatigue, security access, emergency coverage, and delivery expectations before work begins.
Pay, tax, benefits, and records
Parties must clearly agree fees or wages, currency, invoicing, expenses, payment timing, and legally required deductions. Each party must determine whether income tax, TDS, GST, payroll, provident fund, social security, insurance, benefits, registrations, or returns apply. Platform labels and invoices do not decide those obligations, and SudoHire does not withhold or remit amounts unless a specific payment feature expressly says it does.
Fair treatment and privacy
Employers must not use outside-work information for unlawful discrimination or retaliation. Collect only information reasonably necessary to assess availability, conflicts, authorization, or compliance. Talent should not expose unnecessary details about a primary employer. Candidate and worker data shared with team members remains limited to the stated hiring purpose and assigned access level.
Prohibited conduct
Users may not use SudoHire to conceal fraud, evade immigration or labour rules, misclassify workers, facilitate bribery, violate sanctions, leak confidential information, impersonate an employer, post fake roles, avoid lawful pay, discriminate, harass, retaliate unlawfully, or bypass a binding court, regulator, or contractual restriction.
Platform action and reports
SudoHire may request clarification, restrict visibility, preserve relevant records, or suspend content or accounts where there is a credible security, fraud, legal, or safety concern. Affected parties should use the published support channel to report suspected misuse and should contact the appropriate employer, adviser, union or worker representative, regulator, or emergency service when the issue falls outside the platform.
No compliance shield
Using SudoHire or accepting this policy does not certify that an arrangement is lawful and does not transfer a user's obligations to SudoCodeLab. Mandatory laws and individual rights continue to apply. Nothing here waives non-excludable worker, consumer, privacy, tax, or other statutory protections. Parties should obtain independent legal and tax advice before relying on a work model in a specific jurisdiction or regulated sector.