Do I remain employed by my old employer during secondment?
- 06/03/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
Yes, during secondment you typically remain employed by your original employer while temporarily working for another organisation. Your primary employment contract stays active, meaning your original employer continues to handle salary payments, benefits, and most employment responsibilities. The receiving organisation directs your day-to-day work activities but does not become your legal employer. Understanding this three-way relationship is crucial for managing expectations and protecting your employment rights throughout the secondment period.
What is secondment and how does it differ from regular employment?
Secondment is a temporary work arrangement where you remain employed by your original employer while working for a different organisation. Unlike a permanent job transfer or a new employment contract, secondment creates a three-party relationship between you, your original employer, and the receiving organisation.
The key characteristics that distinguish secondment from regular employment include the temporary nature of the arrangement, the continuation of your original employment contract, and the shared responsibilities between two organisations. Your original employer maintains legal responsibility for your employment status, while the receiving organisation manages your daily work activities and performance.
This arrangement differs significantly from permanent transfers, where your employment contract would transfer completely to the new organisation, or from starting new employment, which would involve terminating one contract and beginning another. Secondment preserves your connection to your original workplace while allowing you to gain experience elsewhere.
Do you remain employed by your original employer during secondment?
Yes, you remain employed by your original employer throughout the entire secondment period. Your primary employment contract continues unchanged, maintaining all the legal protections and obligations that existed before the secondment began.
This means your original employer retains responsibility for fundamental employment matters, including salary payments, statutory benefits, pension contributions, and compliance with employment law. The contractual relationship with your original employer stays fully active, even though you are physically working elsewhere and taking direction from different managers.
The receiving organisation cannot make decisions about your employment status, salary changes, or contract modifications. It can only direct your work activities within the scope agreed upon in the secondment arrangement. This protection ensures you maintain job security and employment rights throughout the temporary assignment.
What are your employer’s responsibilities during your secondment?
Your original employer maintains comprehensive responsibilities throughout your secondment, including salary payments, benefits administration, and duty of care obligations. They cannot simply transfer these responsibilities to the receiving organisation.
Key employer responsibilities include:
- Processing your monthly salary and ensuring timely payment
- Maintaining pension contributions and other statutory benefits
- Conducting performance reviews and career development discussions
- Ensuring health and safety compliance across both work locations
- Managing any disciplinary or grievance procedures that may arise
- Providing support for professional development and training needs
Your employer must also maintain regular contact to monitor your wellbeing and professional development during the secondment. They cannot abandon their duty of care simply because you are working elsewhere temporarily. This ongoing relationship ensures continuity and protects your interests throughout the arrangement.
How does secondment affect your employment rights and benefits?
Your employment rights and benefits remain largely unchanged during secondment, as your original employment contract continues in full effect. Pension contributions, holiday entitlements, and statutory benefits typically continue without interruption.
However, some practical modifications may occur. Holiday requests might need approval from both organisations, and you may need to coordinate time off with your secondment duties. Sickness benefits and procedures usually remain with your original employer, although you will report absence to the receiving organisation for day-to-day management purposes.
Professional development opportunities may expand, as you could access training and development programmes from both organisations. Some benefits, such as company cars or equipment, might be temporarily adjusted to suit your new work location, but these changes should be clearly outlined in your secondment agreement.
Important rights such as protection against unfair dismissal, redundancy rights, and statutory leave entitlements remain fully intact. The receiving organisation cannot make decisions that would affect these fundamental employment protections.
What happens if problems arise during your secondment?
When problems arise during secondment, you have multiple avenues for resolution involving both your original employer and the receiving organisation. The complexity lies in determining which organisation should handle specific issues.
For work-related disputes or performance concerns at the receiving organisation, you should initially raise these through their local management structure. However, if issues cannot be resolved locally, your original employer must step in to protect your interests and mediate the situation.
Employment-related grievances such as discrimination, harassment, or contract disputes should be directed to your original employer, as they remain responsible for your employment rights. They must investigate and resolve these matters according to their standard procedures.
The process for handling serious problems typically follows these steps:
- Document the issue thoroughly with dates and relevant details
- Attempt informal resolution through appropriate local management
- Escalate to your original employer if local resolution fails
- Follow formal grievance procedures if necessary
- Consider early termination of the secondment if problems persist
Both organisations share responsibility for ensuring your wellbeing and professional development, so coordination between them is essential for effective problem resolution.
When does secondment end and what are your options afterward?
Secondment typically ends on the predetermined date specified in your secondment agreement, although early termination can occur if agreed by all parties. Most secondments have clear end dates ranging from several months to a few years.
As the secondment approaches its conclusion, you will need to discuss your options with your original employer. The standard expectation is that you will return to your original role or a comparable position within your original organisation. Your employer should provide adequate notice and support for this transition.
However, alternative outcomes may be possible. If a permanent position becomes available at the receiving organisation and all parties agree, you might transfer permanently. This would involve terminating your original contract and establishing new employment with the receiving organisation.
Some organisations offer extended secondments or rotation programmes that could lead to further temporary assignments. Career planning discussions with your original employer should begin well before the secondment ends to ensure smooth transitions and continued professional development.
The key is maintaining open communication with both organisations throughout the secondment to explore all available options and make informed decisions about your career path.
How UFIND helps with secondment transitions and career planning
UFIND provides specialised support for professionals navigating complex secondment arrangements and career transitions, particularly when circumstances change unexpectedly. Our expertise becomes especially valuable when secondments do not proceed as planned or when career transitions require external support.
Our comprehensive approach includes:
- Career assessment and planning for professionals returning from secondment
- Support for international professionals managing Dutch employment law complexities
- Guidance through unexpected employment changes during secondment periods
- ACT training methodology to build psychological flexibility during career transitions
- Personalised coaching that addresses both professional and personal adaptation challenges
We specialise in supporting highly educated expatriates who face unique challenges when secondment arrangements change or when seeking new opportunities in the Netherlands. Our personalised programmes help professionals maximise their chances of finding fulfilling work that matches their skills and aspirations.
Whether you are planning a return from secondment, exploring new career directions, or facing unexpected employment changes, our experienced team provides dedicated support throughout your transition. Contact us to discuss how we can support your specific career planning needs and help you navigate your professional journey successfully.