What Is a Secondment? Meaning & Examples
A secondment is a temporary move of an employee to another team, business or organisation, while they stay employed by their original employer. It is arranged by agreement, and the employee keeps their NES entitlements, with the host and the home employer agreeing in writing who pays wages, super and insurance.
- A secondment is temporary, has an agreed end date or review point and usually needs the employee's consent.
- The employee stays on the home employer's payroll in most cases, so service and leave continue without a break.
- Work health and safety duties are shared between the home and host employers, so confirm who does the induction and supervision.
- Put the terms in writing, including duties, pay, reporting lines, costs and what happens when the secondment ends.
How a secondment works
- The home employer and host organisation agree on the role, duration, location and who will supervise the employee day to day.
- The employee agrees to the move, and a letter or short agreement records the duties, pay and any change to hours or work location.
- Pay usually stays at or above the employee's current rate, and the award or agreement that applies to them continues to apply unless changed lawfully.
- The home employer normally keeps paying wages and super, and may recover the cost from the host under a separate arrangement.
- Both employers must manage safety so far as reasonably practicable, which includes a site induction on the first day at the host.
- When the secondment ends, the employee returns to their original role or an agreed equivalent, and service is treated as continuous.
Examples of a secondment
- A site supervisor moves to a partner construction firm for a project, learns a new scheduling system and returns with those skills.
- A warehouse team leader is seconded to another depot to cover a manager's leave while keeping their employment with the original company.
- A cleaning contract manager works with a client for a defined period to improve a contract, with reporting lines agreed up front.
- An office employee spends time in a different department to build experience before applying for promotion.
- A government or university employee is placed with an industry partner, with the arrangement set out in a written agreement.
Secondment: key rules and numbers
| Item | What applies |
|---|---|
| Employer of record | Usually the home employer. The host directs the work but does not become the employer unless agreed. |
| Minimum pay | At least the award or agreement rate. The national minimum is $26.44 per hour from the first full pay period on or after 1 July 2026. |
| Ordinary hours | 38 per week for a full-time employee, plus reasonable additional hours. |
| Super | 12% of ordinary time earnings for 2026-27, reaching the fund within 7 business days of payday. |
| Records | Time and wage records for 7 years, with payslips within 1 working day of payday. |
Related terms
- Contractor vs employee: a different arrangement where the worker runs their own business. See contractor vs employee.
- Remuneration: the total pay and benefits a worker receives. See what is remuneration.
- Part-time work: regular, reduced hours, with minimums set by the award. See part-time minimum hours.
- Labour hire: a worker employed by a provider and placed with a host. This is not the same as a secondment.
Secondment FAQ
Is a secondment the same as a transfer?
No. A secondment is temporary and the employee returns to their original role. A transfer is a permanent move to a new role or location. A secondment needs clear start and end points, and a change to the employee's terms generally needs their agreement.
Can an employer force an employee into a secondment?
Not usually. A secondment normally needs the employee's agreement, unless the contract, award or agreement lawfully allows a direction to work elsewhere. Any direction must be reasonable and lawful. If you are unsure, check your documents and call the Fair Work Infoline on 13 13 94.
Who is responsible for safety on a secondment?
Both employers share duties under the Work Health and Safety Act 2011 (NSW). The host controls the site, so it provides the induction, equipment and supervision, while the home employer checks that the arrangement is safe. SafeWork NSW publishes guidance on shared duties.
This is general information, not legal, tax or financial advice, so check the Fair Work Ombudsman, the ATO or an employment lawyer for your situation. For more, read our guide to casual vs part-time employment, or talk to TQN Personnel about labour hire for your site.