Civil Service Employment Fraud: How Can Businesses Identify Dishonesty in the Workplace?

Could someone in your organisation be receiving a full-time salary while secretly working for another employer during the same hours?

A recent fraud conviction involving a former civil servant has highlighted how difficult dishonest employment arrangements can be to detect, particularly when staff work remotely.

New figures also reveal that hundreds of cases of undisclosed multiple employment have been identified across the public sector, with more than £1 million recovered in salary payments.

For employers, the case raises an important question: how can businesses recognise workplace dishonesty before it causes serious financial or operational damage?

What Happened in the Civil Service Fraud Case?

On 9 November 2026, Kashim Chowdhury was convicted of nine counts of fraud at Southwark Crown Court after concealing multiple full-time jobs across government departments and public bodies.

Between 2020 and 2023, he worked for organisations including Defra, the Department of Health and Social Care and the Home Office.

At one point, Chowdhury held five full-time positions simultaneously, with contracts requiring a combined 183 hours of work per week. There are only 168 hours in seven days.

The court heard that he used remote working arrangements and periods of sick leave to manage his overlapping commitments. His performance reportedly deteriorated as the number of jobs increased.

His activities were eventually uncovered through a National Fraud Initiative data-matching exercise, which identified simultaneous employment with two government departments.

More Than 300 Cases of Undisclosed Employment Identified

Figures reported on 10 November reveal that the National Fraud Initiative identified 301 cases of undisclosed multiple employment across the public sector over the past decade, resulting in approximately £1.35 million recovered.

The practice is sometimes described as polygamous working, where employees hold multiple jobs without their employers' knowledge.

However, having more than one job is not automatically unlawful.

Many people undertake secondary employment outside their contracted hours, with their employer's knowledge and without any conflict of interest.

The concern arises when individuals deliberately conceal incompatible employment arrangements, make false declarations or receive payment for work they cannot reasonably perform.

Why Can Workplace Dishonesty Be Difficult to Detect?

Employee fraud is not always obvious.

Someone may appear to fulfil their basic responsibilities while concealing activities that create financial losses, conflicts of interest or risks to confidential information.

In larger organisations, recruitment teams and individual departments may have limited visibility of an employee's other commitments.

Remote and hybrid working can introduce additional challenges because managers have less direct visibility of how working hours are organised.

But remote working itself is not evidence of dishonesty.

The real issue is whether businesses have effective systems for identifying inconsistencies, verifying information and investigating concerns fairly.

Seven Warning Signs of Potential Workplace Dishonesty

Employers should avoid jumping to conclusions. However, certain patterns may justify further examination.

1. Repeated availability problems

An employee regularly misses meetings, becomes difficult to contact during contracted hours or provides conflicting explanations for their availability.

2. Unexplained changes in performance

Repeated missed deadlines, incomplete work or a sustained deterioration in performance may warrant further discussion, particularly alongside other concerns.

3. Inconsistent employment information

Discrepancies between recruitment declarations, references and subsequent information may suggest that relevant employment details have been omitted.

4. Undisclosed conflicts of interest

Secondary employment may create problems where someone works for a competitor, handles sensitive information or undertakes activities that conflict with their contractual responsibilities.

5. Unusual patterns involving absence

Where credible evidence of conflicting employment commitments already exists, inconsistencies in absence records and work activity may require examination. Sickness absence alone is not evidence of wrongdoing.

6. Concerns raised by colleagues

Employees may notice repeated inconsistencies that are not immediately visible to management. These concerns should be assessed objectively rather than treated as established facts.

7. Financial or administrative discrepancies

Payroll records, employment declarations and other business information may reveal inconsistencies. In the civil service case, data matching was instrumental in uncovering the overlapping employment.

Individually, these warning signs may have entirely innocent explanations. It is the wider pattern, supported by evidence, that matters.

What Should Businesses Do if They Suspect Employee Fraud?

Suspecting dishonesty and proving it are very different things.

Employers need to respond carefully, particularly where allegations could affect someone's employment, reputation or legal rights.

Establish the facts. Identify the specific concerns and supporting information before making accusations.

Preserve relevant evidence. Employment contracts, recruitment declarations, payroll records and relevant business communications may help establish what happened. Information must be handled lawfully.

Protect confidentiality. Unsubstantiated allegations can cause significant reputational damage, so information should only be shared with those who need to know.

Consider an independent investigation. Where concerns involve potential fraud, conflicting accounts or sensitive information, an external investigator can help establish the facts objectively.

Seek appropriate legal and HR advice. Any investigation should support a fair employment process and comply with relevant legal obligations.

How Professional Corporate Investigations Can Help

Workplace dishonesty can be particularly difficult to investigate internally, especially when concerns involve trusted employees or senior members of staff.

Managers may suspect something is wrong but lack the specialist experience, time or independence needed to establish what has happened.

PEL Consultancy Services supports businesses with discreet corporate investigations into suspected employee fraud, conflicts of interest and workplace misconduct.

Depending on the circumstances, a professional investigation may involve reviewing relevant business records, conducting lawful background enquiries, examining potential conflicts of interest and gathering evidence relating to suspected misconduct.

Investigators can also help organisations understand the potential financial or operational impact and provide factual findings to support internal decisions or legal proceedings.

The purpose of an investigation is not to confirm suspicions. It is to establish what the evidence demonstrates.

This distinction is particularly important when allegations could have serious consequences for everyone involved.

Preventing Workplace Fraud Without Creating Distrust

Most employees act honestly and fulfil their contractual responsibilities.

Businesses therefore need to balance appropriate oversight with respect for their workforce.

Clear policies around secondary employment, consistent recruitment checks and confidential reporting procedures can help organisations identify potential problems earlier.

Managers should also understand how to recognise and escalate concerns without making unsupported assumptions.

Where employees handle commercially sensitive information, businesses should consider whether undisclosed outside employment could create additional confidentiality or security risks.

Effective prevention is about having the right processes in place, rather than treating employees with suspicion.

Workplace Dishonesty Is a Business Risk

The recent civil service conviction demonstrates how deliberate dishonesty can continue when employment declarations are not adequately verified and warning signs are overlooked.

For businesses, the consequences can extend beyond lost salary payments.

Employee fraud may affect productivity, damage professional relationships, compromise confidential information and undermine trust within an organisation.

The challenge is not remote working itself, but ensuring businesses can identify and respond to misconduct wherever their employees work.

When concerns arise, a professional investigation can help establish the facts before the situation escalates.

Concerned About Workplace Fraud or Employee Dishonesty?

PEL Consultancy Services supports businesses with confidential corporate investigations, due diligence and enquiries into suspected employee misconduct.

If your organisation has concerns about workplace dishonesty, undisclosed conflicts of interest or potential internal fraud, our team can help you assess the circumstances and consider appropriate next steps.