What is the requirement regarding consent from an employer for independent practice that could yield compensation?

For independent practice that could yield compensation, obtaining consent from the employer is an essential requirement. This necessity stems from the potential conflicts of interest and the obligations an employee has to their employer, particularly if the independent practice overlaps with the employer’s business activities or client base. Employers typically have policies in place to protect their interests and ensure that employees are not engaging in outside work that could detract from their responsibilities or generate competition. Consent serves to clarify expectations and maintain transparency in the employee-employer relationship, ensuring that all parties are aware of potential outside business engagements.

In contrast, a firm's absolute prohibition of all independent practice would overly restrict employees' ability to engage in entrepreneurial activities, while allowing independent practice without restrictions could lead to conflicts of interest. Additionally, the notion that employers encourage independent practice may not align with typical corporate policies aimed at safeguarding business interests and maintaining focus on company objectives. Therefore, consent from the employer is the most appropriate and responsible requirement in this context.