Secondment Leave Explained: Definition, Terms & How It Works

Secondment leave is a temporary assignment where an employee works at another organisation, department, or location while remaining employed by their original employer. Unlike resignation or transfer, secondment preserves the employment relationship with the original employer — you retain your contract, benefits, and accruals. The Chartered Institute of Personnel and Development (CIPD) notes that secondments are increasingly used for leadership development, cross-functional projects, and inter-agency collaboration, particularly in the public sector (CIPD, 2024).

If your employer has offered you a secondment, or you are an HR manager designing a secondment programme, understanding the employment, pay, and return rights is essential before signing any agreement.

Key Takeaways

• Secondment is a temporary work arrangement where you work at another organisation while remaining employed by your original employer.
• Your employment contract, benefits, and pension contributions typically continue during a secondment.
• Pay arrangements vary: some secondments involve a salary supplement, others maintain your current pay, and some adjust to the host organisation’s pay scale.
• You have a legal right to return to your original role (or a suitable alternative) when the secondment ends.
• A formal secondment agreement protects both you and the organisations involved.

What Is Secondment Leave?

Secondment leave is a temporary arrangement where your employer releases you to work for another organisation, a different department within the same organisation, or an external partner — while you remain an employee of your original employer.

Secondments are common in:

• Government and public sector — Where employees are temporarily assigned between agencies, local authorities, or international bodies.
• Professional services — Where consultants are seconded to client organisations.
• Healthcare — Where NHS staff are seconded to research institutions or other trusts.
• International development — Where employees are placed with partner organisations abroad.
• Corporate sector — Where employees gain cross-functional experience in another department.

The key distinction between secondment and transfer is permanence. A transfer changes your employer. A secondment is temporary — typically 3 to 24 months — with a defined end date and a return to your original role.

How Secondment Works: The Agreement

A well-structured secondment involves three parties: you (the secondee), your original employer (the “releasing” organisation), and the organisation you will work at (the “host” organisation). Each secondment should be documented in a formal agreement covering:

Element	What It Covers
Duration	Start date, end date, and any extension provisions
Role and duties	What you will be doing at the host organisation
Pay and benefits	Who pays your salary, how benefits are handled, any allowances
Employment relationship	Confirmation you remain employed by the original employer
Host organisation obligations	Supervision, training, insurance, and workplace support
Return provisions	Your right to return to your original role upon completion
Termination conditions	What happens if the secondment ends early

Without a written agreement, disputes about pay, responsibilities, and return rights become much harder to resolve. If you are offered a secondment without a formal agreement, request one before accepting.

Employment Relationship During Secondment

Your employment relationship during secondment is one of the most important legal aspects:

• You remain an employee of your original employer. The host organisation does not become your employer. Your original employer continues to hold your employment record, manage your benefits, and accrue your pension contributions.
• Your contract stays in force. The terms and conditions of your original employment contract remain in effect, though certain provisions (such as place of work and reporting lines) will temporarily change.
• The host organisation has a duty of care. While you work at the host, they must provide a safe working environment, appropriate supervision, and comply with health and safety obligations.
• Insurance coverage matters. Both organisations should confirm you are covered by their professional indemnity, public liability, and employer’s liability insurance during the secondment.

Pay and Benefits

Pay arrangements during secondment vary significantly. Here are the most common models:

Pay Model	How It Works	Typical Scenario
Original employer pays	Your salary and benefits continue unchanged	Short secondments, internal transfers
Host organisation pays	Host pays your salary, often at their pay scale	International secondments, consulting placements
Shared cost	Both organisations contribute proportionally	Long-term secondments, public sector
Salary supplement	Original employer pays base salary; host adds an allowance or top-up	Cross-sector secondments, hardship postings

Your pension contributions typically continue to be paid to your original employer’s pension scheme. However, check whether the host offers additional pension contributions or whether your service continuity is affected.

Other benefits that may be affected include:

• Annual leave entitlement — You continue accruing leave with your original employer, but the host may require you to take leave during their shutdown periods.
• Sick leave — Your original employer’s sick leave policy applies.
• Travel and accommodation — For secondments away from your normal workplace, these costs are usually covered by either the host or the original employer, as specified in the agreement.

Return Rights

Return rights are a critical protection in any secondment:

• Right to return. You have the right to return to your original role (or a suitable alternative if the original role no longer exists) at the end of the secondment. This protection is similar to maternity leave return rights under UK employment law.
• Role must be equivalent. If your original role has been restructured or made redundant during the secondment, your employer must offer you a role of equivalent seniority, status, and pay.
• Notice of return. Both you and your employer should agree on a return date and any notice requirements in the secondment agreement.
• Early termination. If the secondment ends early (due to organisational changes, performance issues, or mutual agreement), the return provisions in your agreement govern what happens next.

Frequently Asked Questions

Is secondment the same as a transfer?

No. A transfer permanently changes your employer. A secondment is temporary — you work elsewhere for a defined period but remain employed by your original employer. Your contract, benefits, and pension continue with the original employer during a secondment.

Do I keep my holiday entitlement during a secondment?

Yes. You continue accruing annual leave with your original employer throughout the secondment. Your leave entitlement is governed by your original employment contract, and you should coordinate with both the host and original employer when booking time off.

What happens if I want to stay at the host organisation permanently?

If both you and the host organisation want to make the arrangement permanent, the secondment agreement typically includes provisions for this. You would resign from your original employer and enter a new employment contract with the host. This is a common career development path, particularly in professional services and government.

Can I be dismissed during a secondment?

Your original employer can dismiss you during a secondment, but only following the same procedures and protections that apply to any dismissal — fair reason, notice period, and the right to a disciplinary hearing. The secondment itself does not change your employment rights.

Who pays for my expenses during a secondment?

This depends on the secondment agreement. Typically, travel, accommodation, and relocation costs are covered by the host organisation or shared between both employers. You should clarify expense arrangements before the secondment begins to avoid disputes.

This article is general information, not legal advice. Consult a qualified employment lawyer for guidance on your specific jurisdiction and circumstances.