Zulässigkeit und vertragliche Regelung von Mehrfacherwerbstätigkeit im Arbeitsverhältnis

Today's “secondary employment law” is still characterized by the assumption that the employee works for an employer in a full-time employment relationship. For this reason, extensive contractual restrictions on gainful employment, but also unpaid activities in the employee's non-work area, are common in contractual practice, the effectiveness of which is examined.
The book points out the weaknesses of the term “secondary employment”, examines limitations arising from laws and the duty of consideration and reveals an implementation deficit with regard to Art. 9 Directive (EU) 2019/1152. The author also argues in favor of the direct third-party effect of Art. 15 CFR rights with regard to the exercise of multiple employment.