Secondment

What is a secondment?

Secondment refers to the temporary transfer of an employee to another role, department, or organization—either within the same company or to an external partner. During the secondment, the employee typically retains their original employment contract and returns to their original position (or a comparable one) once the assignment ends.

Understanding the secondment meaning is essential for employers and employees alike. It enables strategic talent development, knowledge sharing, and flexibility within and between organizations. Secondments are commonly used to fill short-term skill gaps, support cross-functional projects, or foster career growth through new experiences.

Why secondments matter to businesses

Secondments offer a powerful tool for workforce development and business agility. Internally, they allow companies to move talent where it’s needed most—whether that’s to cover parental leave, drive a special project, or offer stretch opportunities to high-potential employees. Externally, secondments may occur between partner organizations, international offices, or government departments as part of collaborative agreements.

For example, a marketing specialist might be seconded to the product team for six months to support a launch, gaining valuable cross-functional experience. Or an HR manager may take on a secondment at a partner organization overseas to deepen their global expertise. These experiences often boost employee engagement, skills development, and retention.

However, secondments must be carefully managed to avoid confusion about responsibilities, pay, reporting lines, and expectations. A formal secondment agreement should outline the length, scope, and terms of the arrangement to ensure a smooth experience for both the employer and employee.

Key considerations for managing secondments

To implement secondments effectively, companies need clear policies and well-structured agreements. This includes defining whether the seconded employee will remain on the original payroll, how performance will be evaluated, and who provides day-to-day supervision.

Employers should ensure the secondment benefits both the host and home departments, and that the employee understands how the experience fits into their career progression. Communication is key before, during, and after the secondment to manage expectations and reintegrate the employee smoothly.

Key considerations include:

• Secondment is a temporary transfer to another role or organization.
  
  
• Helps build skills, bridge resourcing gaps, and promote mobility.
  
  
• Should be supported by a written agreement covering terms and expectations.
  
  
• Important to clarify supervision, pay, and return-to-role conditions.
  
  
• Enhances employee development and organizational collaboration.
  
  
• Reintegration planning is essential post-secondment.