What Is a Secondment? Definition & Examples

A secondment is a temporary arrangement where an employee moves into a new role for a defined period while remaining employed by their original employer. This may involve working in a different department within the same organisation or undertaking secondment work with an external company. Once the secondment period ends, the employee typically returns to their substantive post.

Secondments offer businesses flexibility while supporting career development. For the employee, it is an opportunity to gain skills, gain experience and take on a different role without resigning from their usual role. For employers, secondments offer a structured way to manage staff levels, share specific skills and support growth across different organisations.

This guide explains what a secondment is, how a secondment arrangement works, and provides practical examples for businesses considering secondment opportunities.

What Is a Secondment?

If you are asking, “what is a secondment?”, the simplest definition is a temporary transfer of an employee into a new position while their employment contract with their original company continues.

During a secondment period, the employee works in a new role, often for a particular project or short term projects, before returning to their substantive post. In most cases, the primary employer remains the original employer, even if the seconded employee is working under the supervision of a host employer.

A secondment is different from accepting a new job. The employee remains employed by their original company, and the intention is that they return to their usual role once the secondment work is complete.

Internal Secondment vs External Secondment

Secondment can take different forms depending on the organisation’s needs.

Internal Secondment

An internal secondment takes place within the same organisation. The employee may move to a different department, take on project work or temporarily fill a new position.

Internal secondments often support:

• Career development
• Training in new skills
• Exposure to a new perspective
• Managing staff levels during peak demand
• Supporting collaboration between departments

For example, a team member in the finance department may move into a project role in another department to support business expansion.

External Secondment

An external secondment involves a temporary transfer to an external company or partner business. In this arrangement, the employee works for a host employer for a defined secondment period, while remaining employed by their original company in most cases.

External secondments are common where businesses work closely together or operate within international groups. They can allow employees to gain valuable experience, build relationships and understand operations across different organisations.

 

 

How Does a Secondment Work in Practice?

A structured process is essential to ensure clarity for both the employee and employer. In most cases, a formal secondment agreement is prepared to document the temporary arrangement.

A secondment agreement typically sets out:

• The secondment period and end date
• The employee’s job title and job description during the secondment
• Duties and responsibilities
• Reporting line and line manager
• Salary and pay arrangements
• Working hours
• Pension scheme implications
• National insurance contributions
• Handling of disciplinary matters
• What happens at the end of the secondment

The written contract confirms whether the employee remains employed by the original employer or becomes temporarily employed by the host employer. In most cases, the original company continues to pay salary and manage core employment matters.

Clear documentation protects employment rights and ensures both businesses understand their responsibilities.

Examples of a Secondment

Secondment arrangements vary depending on the organisation’s goals and the employee’s development needs. Below are two common examples.

External Secondment Example

A UK-based company enters into a partnership with an external company overseas. To strengthen collaboration, it arranges an external secondment for a senior team member. The seconded employee works with the host employer for six months on a particular project to understand operational processes and client expectations.

During the secondment period, the employee remains employed by the original company, which continues to manage salary and employment matters. At the end of the temporary transfer, the employee returns to their substantive post with new skills, valuable experience and a new perspective on cross-company collaboration.

This type of secondment work is often used by businesses entering the UK market to support expansion into new territories while maintaining control at group level. It allows the organisation to build local capability without permanently relocating staff.

Internal Secondment Example

An employee in a company’s marketing department is offered an internal secondment to a different department to support a product launch. The secondment arrangement lasts four months and focuses on short term project work.

The employee takes on a new role with defined duties and responsibilities while remaining employed under their existing employment contract. Once the secondment period ends, they return to their usual role, bringing back experience gained and improved cross-department understanding.

Internal secondments are often used to manage staff levels, support training and provide structured development opportunities within the same organisation.

Employment Rights During a Secondment

During a secondment, the employee’s employment rights typically continue without interruption. In most cases, the employee remains employed by their original employer under the existing employment contract, even if they are carrying out secondment work under a host employer.

This means continuity of employment is preserved for the secondment period. Rights relating to salary, pay, pension scheme contributions and national insurance contributions usually remain in place, subject to the terms set out in the secondment agreement.

The agreement should clearly confirm:

• Who remains the primary employer
• How working hours are managed
• Who handles disciplinary matters
• Whether any changes apply to job title or job description
• What happens when the employee returns to their substantive post

Where the employee works across different organisations or internationally, businesses must ensure employment and tax obligations are handled correctly. Clear documentation helps protect both the employer and the employee throughout the process.

Is a Secondment Right for Your Organisation?

Secondment opportunities can offer significant benefit when structured correctly. For many businesses, a secondment arrangement provides a practical way to support development, share skills across departments and manage staff levels during short term projects.

It may be appropriate where:

• A particular project requires specific skills
• An organisation is expanding into a new market
• A department needs temporary support
• An employee is seeking career development without changing jobs

Secondments offer a flexible process that allows businesses to strengthen collaboration while retaining valued employees. When aligned with organisational objectives, a well-managed secondment can support both individual development and wider business strategy.

How We Support Secondment Arrangements

Secondments can offer clear benefit to both employer and employee, but they must be structured carefully. A well-drafted secondment agreement, clarity around employment contract terms and proper handling of salary, pay and national insurance contributions are essential.

At Goodwille, we support businesses with:

• Drafting and reviewing secondment agreements
• Advising on employment and contractual responsibilities
• Supporting international secondment work
• Coordinating with partner advisers on tax and compliance matters
• Ensuring the secondment process aligns with UK employment requirements

As part of our wider people management services, we support businesses implementing secondment arrangements across borders.

Whether you are considering an internal secondment within the same organisation or arranging an external secondment with a host employer, we help ensure the arrangement is clear, compliant and aligned with your business objectives.

If you would like guidance on implementing secondment opportunities within your organisation, get in touch with our team today who can assist.