Use this agreement to formalize temporary assignments with clear terms and return arrangements.

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Secondment Agreement

Agreement made on: [Date]

Between:

Employer ("the Company"): [Company Name] [Address] [Company Number]

AND

Employee ("the Secondee"): [Employee Name] [Address] [Job Title] [Employee Number]

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1. Background and Purpose

1.1 Current Employment

The Secondee is currently employed by the Company as [Job Title] in the [Department], based at [Location].

Current terms:

• Start date: [Date]
• Salary: £[X] per annum
• Hours: [X] hours per week
• Reports to: [Manager name]

1.2 Purpose of Secondment

The purpose of this secondment is to:

[Select/describe purpose:]

• Develop the Secondee's skills and experience
• Fill a temporary business need in [host department/location]
• Lead/support a specific project: [Project name]
• Provide cover for [absent employee/vacant role]
• Facilitate career development and succession planning
• [Other purpose: ____________]

1.3 Agreement Status

This secondment agreement:

• Temporarily varies the terms of the employment contract
• Does not create a new employment contract
• The original contract remains in force except as varied below
• Requires mutual agreement (employee consent obtained)

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2. Secondment Details

2.1 Secondment Role

Secondment position:

Detail	Information
Job Title	[Secondment role title]
Department	[Host department]
Location	[Secondment location]
Reports to	[Secondment manager name]
Grade/Level	[If different from current]

Secondment duties:

[Brief description of role responsibilities or attach job description]

Key responsibilities include:

• [Responsibility 1]
• [Responsibility 2]
• [Responsibility 3]

2.2 Duration

Secondment period:

• Start date: [Date]
• End date: [Date]
• Total duration: [X] months

This secondment is:

• Fixed-term - will end on the date above unless extended by agreement
• Open-ended - subject to review after [X] months
• Project-based - will end on project completion (estimated: [date])

2.3 Working Pattern

Hours and working pattern during secondment:

• Hours: [X] hours per week
• Days: [Monday-Friday / Specify pattern]
• Core hours: [If applicable]
• Flexible working: [Any flexibility agreed]

[If different from current:] This varies your current working pattern of [X].

2.4 Location

Primary work location: [Address]

Travel requirements:

• No regular travel required
• Occasional travel to [locations]
• Frequent travel (approximately [X] days per month)
• Split location: [X] days at [location A], [Y] days at [location B]

If secondment involves relocation:

• Temporary accommodation: [Provided/not provided/allowance: £X]
• Travel home allowance: [X visits per month, paid/unpaid]
• Relocation support: [Details]

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3. Terms and Conditions During Secondment

3.1 Salary and Pay

During the secondment:

[Option A - No change:] Your salary remains £[X] per annum, paid monthly in arrears.

[Option B - Increase for higher-grade role:] Your salary will be [£X per annum / the salary for the secondment grade], an increase of £[Y]. This increase is temporary and will revert on return to your substantive role.

[Option C - Allowance:] Your salary remains £[X] plus a secondment allowance of £[Y] per [month/annum] for the duration.

Annual pay reviews:

• [Continue as normal in substantive role / Based on secondment role / Suspended during secondment]

3.2 Benefits

The following benefits continue unchanged:

• Pension scheme membership
• Annual leave entitlement
• Private medical insurance
• Life assurance
• [Other benefits]

Benefits that change during secondment:

Benefit	Current	During Secondment
Company car	[Details]	[Returned / Retained / Upgraded]
Car allowance	£[X]	£[Y] or [N/A]
[Other benefit]

3.3 Annual Leave

Annual leave entitlement:

• Remains [X] days per year
• Accrues during secondment
• Must be approved by secondment manager
• [Any carry-over arrangements at end of secondment]

Outstanding leave from substantive role:

• [To be taken before secondment starts / Can be carried forward / To be paid]

3.4 Expenses

Business expenses during secondment:

• Claim via [host department / home department] expense process
• Travel and accommodation for secondment business will be reimbursed
• [If relevant:] Travel costs between home and secondment location: [Reimbursed / Not reimbursed / Allowance: £X]

3.5 Pension and Other Deductions

All pension contributions, tax, and National Insurance continue as normal based on actual salary paid.

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4. Management and Performance

4.1 Reporting Lines

During the secondment:

Day-to-day management:

• Reports to: [Secondment manager]
• For operational matters, work allocation, leave approval

HR and employment matters:

• Remains employed by: [Home department/Company]
• HR matters handled by: [Home HR / Host HR]

Performance management:

• Performance managed by: [Secondment manager]
• Annual appraisal conducted by: [Secondment manager / Joint with home manager]

4.2 Objectives and Performance

Secondment objectives:

1. [Objective 1 - specific, measurable goal]
2. [Objective 2]
3. [Objective 3]

Success criteria:

[How success will be measured - deliverables, competencies developed, project outcomes]

Reviews:

• Performance will be reviewed [monthly / quarterly] with secondment manager
• Mid-point review at [X] months
• Final review at end of secondment

4.3 Capability and Conduct

During the secondment:

• Company policies continue to apply (disciplinary, capability, grievance, etc.)
• Issues will be managed by [host department / home department / jointly]
• Serious conduct/performance issues may result in early termination of secondment

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5. End of Secondment

5.1 Return to Substantive Role

On completion of the secondment:

The Secondee will return to:

• Original role: [Job Title] in [Department]
• A role of equivalent grade and status (if original role no longer exists)
• [Other agreed arrangement]

Terms on return:

• Salary reverts to [substantive salary / substantive salary plus any increments/pay awards during secondment]
• Location reverts to [original location]
• Working hours revert to [original pattern]
• All temporary allowances/benefits cease
• [If relevant:] Accrued seniority/service during secondment is recognized

Notice of return:

• Normal return date: [End date]
• Secondee will be given [X] weeks' notice of exact return date
• Reintegration meeting will be held [X] weeks before return

5.2 Extension of Secondment

This secondment may be extended:

• By mutual written agreement only
• Extensions must be agreed at least [X] weeks before end date
• Maximum total secondment period: [X] months/years
• Extensions will be documented in writing

5.3 Making Secondment Permanent

If the secondment role becomes permanent:

• The Secondee may apply through normal recruitment process
• No guarantee of appointment (fair competition)
• [OR:] First refusal will be given to the Secondee subject to satisfactory performance

If appointed permanently:

• New permanent contract issued
• This secondment agreement terminates
• All terms become permanent
• [Redundancy implications for substantive role to be discussed]

5.4 Early Termination

The secondment may be terminated early by:

The Company if:

• The business need ends (e.g., project completes early)
• Performance is unsatisfactory despite support
• Conduct issues arise
• Restructuring affects the host or home department
• [Minimum X weeks' notice will be given unless gross misconduct]

The Secondee if:

• Personal circumstances change making secondment unworkable
• [With minimum X weeks' notice]

By mutual agreement at any time.

On early termination:

• Secondee returns to substantive role immediately (or after notice period)
• [Outstanding obligations - knowledge transfer, handover, etc.]

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6. Intellectual Property and Confidentiality

6.1 Intellectual Property

Any work product, inventions, or intellectual property created during the secondment belongs to the Company.

6.2 Confidentiality

Confidentiality obligations continue to apply. You must not disclose confidential information from:

• Your substantive role to the secondment department (unless necessary)
• The secondment to unauthorized persons after return

6.3 Conflicts of Interest

Declare any conflicts of interest that may arise between substantive and secondment roles.

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7. Training and Development

7.1 Development Opportunities

Training during secondment:

• [Any specific training required for secondment role]
• [Access to host department development opportunities]
• [Continued access to home department training]

7.2 Objectives and Support

Secondment manager will provide:

• Induction to role and department
• Clear objectives and expectations
• Regular feedback and support
• Opportunity to develop agreed skills/competencies

7.3 Learning Review

At the end of the secondment:

• Review of learning and development gained
• Consideration of how skills can be applied in substantive role
• Update of personal development plan

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8. Health and Safety

The Company's health and safety policies apply during the secondment.

The host department is responsible for:

• Risk assessments for the secondment role
• Providing safe working environment
• Induction to local H&S procedures

The Secondee must:

• Comply with all health and safety requirements
• Report accidents and hazards
• Use equipment safely

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9. Miscellaneous

9.1 Continuity of Employment

This secondment does not break continuity of service. All service from [original start date] counts for statutory and contractual purposes.

9.2 Changes to This Agreement

Any changes to this agreement must be agreed in writing by both parties.

9.3 Right to Work

[If secondment involves different location/country:] The Secondee confirms they have the right to work at the secondment location. The Company will conduct right to work checks if needed.

9.4 Taxation

[If international or unusual arrangement:] The Secondee is responsible for understanding any tax implications. The Company will [provide support/guidance / not provide tax advice].

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10. Signatures and Agreement

10.1 Secondee Agreement

I have read and understood this Secondment Agreement. I agree to:

• The secondment role, location, and terms set out above
• Return to my substantive role (or equivalent) at the end of the secondment
• The temporary variation to my employment contract
• All obligations and responsibilities during the secondment

I understand:

• This is a temporary arrangement
• My substantive role is [protected / not guaranteed if made redundant]
• I may request to return early with [X] weeks' notice
• The secondment may be terminated early in the circumstances set out above

Secondee signature: _________________ Date: _________

Secondee name: [Print name]

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10.2 Company Agreement

The Company agrees to the terms of this secondment as set out above.

Signed for and on behalf of the Company:

Signature: _________________ Date: _________

Name and title: [Print name and title]

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10.3 Home Department Manager

I support this secondment and agree to:

• Release the Secondee for the agreed period
• Hold the substantive role [open / make alternative arrangements]
• Facilitate the Secondee's return at end of secondment

Home Manager signature: _________________ Date: _________

Name: [Print name]

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10.4 Host Department Manager

I agree to:

• Manage and support the Secondee during the secondment
• Provide induction, objectives, and regular feedback
• Notify home department of any issues or changes
• Facilitate handover at end of secondment

Host Manager signature: _________________ Date: _________

Name: [Print name]

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Appendix: Secondment Checklist

Before Secondment Starts

Home Department:

• Identify secondment opportunity and discuss with employee
• Agree terms (duration, salary, objectives)
• Complete secondment agreement
• Arrange work coverage for substantive role
• Inform team and stakeholders
• Update HR systems

Host Department:

• Prepare induction plan
• Set up desk, equipment, system access
• Arrange introductions to team
• Prepare initial objectives

Employee:

• Complete handover in substantive role
• Review secondment agreement and objectives
• Arrange any practical matters (parking, travel, accommodation)

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During Secondment

Host Manager:

• Conduct induction
• Hold regular 1-2-1s (weekly initially, then [frequency])
• Provide feedback and support
• Monitor performance against objectives
• Conduct mid-point review
• Address any issues promptly

Home Manager:

• Maintain periodic contact (at least [quarterly])
• Keep informed of secondee's progress
• Include in team communications/events where appropriate
• Plan for return

Employee:

• Engage fully with secondment role
• Seek feedback and act on it
• Maintain contact with home department
• Update home manager on progress
• Prepare for return (handover plan)

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End of Secondment

Host Department:

• Conduct final review/appraisal
• Complete handover of work
• Remove system access
• Provide feedback to home manager
• Thank secondee for contribution

Home Department:

• Welcome secondee back
• Reintegration meeting (discuss secondment learning)
• Update on any changes during absence
• Consider how to utilize new skills
• Update HR systems (revert salary, location, etc.)

Employee:

• Complete handover in secondment role
• Update CV/personal development record
• Reflect on learning and apply in substantive role
• Return equipment/passes
• Re-establish relationships in home department

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Key Points Summary

For Employees:

• Get everything in writing before starting
• Understand return arrangements clearly
• Maintain contact with home department
• Treat it as a development opportunity
• Plan handover carefully at both ends

For Managers (Host):

• Provide proper induction and support
• Set clear objectives
• Give regular feedback
• Don't assume secondee knows your dept's ways

For Managers (Home):

• Agree terms clearly before release
• Plan for work coverage
• Stay in touch during secondment
• Plan reintegration, don't forget about them

Common Mistakes:

• Vague return arrangements (leads to disputes)
• No clear objectives for secondment
• Forgetting about secondee (they feel abandoned)
• Not planning for return (awkward reintegration)
• Informal arrangement without written agreement
• Not considering what happens if role disappears