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This Practice Note considers the legal and practical aspects of setting up, managing and terminating a secondment, and identifies key issues to be dealt with when it comes to drafting or reviewing a secondment agreement.

An employee is typically placed on secondment if they are temporarily assigned to work for:

1. •

   a different part of their employer’s organisation

2. •

   a different employer in the group, or

3. •

   a client or customer of their employer

It follows, therefore, that there are potentially three parties involved in a secondment arrangement:

1. •

   the individual employee placed on secondment, referred to in this Practice Note as ‘the employee’ or ‘the secondee’

2. •

   the secondee’s original employer, referred to as ‘the employer’ or ‘the original employer’, and

3. •

   the organisation to which the secondee is seconded, referred to as ‘the host’

In an internal secondment, where there is no external host, the parties will be the secondee and the employer.

A secondment arrangement can involve more than one employee (and sometimes a large number of employees) being placed on the same secondment, at the