Ready for a change of pace at work? Feeling the urge to set off in a different career direction, but not sure how to make the leap?
You don’t need to quit your job to make this happen. A secondment lets you build new skills, try out different roles, and grow your network – all while staying connected to your current job.
A secondment is a temporary arrangement that places you outside your usual department. It can be in a different department, or another organisation entirely. Let's explore how a secondment might be the perfect stepping-stone in your career journey.
At its core, secondment is a temporary employment arrangement that puts you to work in a different area than your usual role. A few characteristics set secondment apart from a termination or permanent transfer.
One of the great things about secondments is that they’re backed by formal agreements, so your original job status stays secure. This means you get to explore new experiences while keeping all your usual rights and benefits.
Your employer can't force you into a secondment without your consent. At the same time, you can't insist on one without their approval.
Secondments usually last six to twelve months, but the actual duration can be as short as a few weeks to as long as a few years. They’re super flexible too - full-time, part-time, set schedules, or even on an as-needed basis.
A secondment isn’t the same as a permanent transfer. A permanent transfer from one organisation to another is legally treated as a termination of employment and the start of a new one. With a secondment, you remain on your original employer's books and have a clear pathway back to your old role once the arrangement ends.
The process of setting up a secondment typically begins when an opportunity arises. Maybe there’s an exciting new project that needs skilled support, or management identifies an employee with promising potential.
Once the right candidate is chosen, the employer extends a secondment offer. This covers all the details, like how long it’ll last, who you’ll report to, and any updates to your pay or perks.
You’ll have the opportunity to review and tweak the terms before signing. Make sure the offer clearly states all the obligations, and everything you need to know - your expectations, rights, and responsibilities.
The Fair Work Act and other Australian employment laws have your back when it comes to your rights and entitlements as a seconded employee.
The Act makes sure you get the same protections as you did in your original role, with your employer required to stick to things like fair pay, leave entitlements, and work-hour rules.
You’re also protected against unfair dismissal, workplace discrimination, and unlawful treatment. When you're on an external secondment, your original employer is still responsible for making sure these rights are upheld.
If any issues come up, you have the same access to dispute resolution processes and other legal avenues as you would in your old role.
Employers typically use secondment agreements to promote skill sharing, fill resource gaps, and foster internal career development. This builds resilience and adaptability within their teams.
In turn, a well-structured secondment offers you a fantastic opportunity to expand your skill set and build valuable experience for career growth.
Secondments can be a powerful career-development strategy, offering numerous advantages:
Opportunities for upskilling. You'll gain skills and experiences that are unavailable in your current position. These can lay the groundwork for promotions or even movement into new professions.
Exposure to new environments and opportunities. A secondment often brings you into contact with new teams, managers, and professional networks. These new connections can open doors to future collaborations or even permanent positions elsewhere.
A low-risk trial for new responsibilities. Worried about leaping into a completely different role without a safety net? A secondment allows you to test the waters without committing to a career change. If it turns out to be a good fit, you may have a clearer path to a permanent transfer later. If not, you can return to your original position without losing your job security. Talk about a win-win.
A way to prevent burnout. Staying in the same role for too long can lead to stagnation or burnout. The time away can provide a fresh perspective on your day-to-day role. You might discover what you enjoy about your work and re-energise your professional life.
Even the best-planned secondments come with a measure of risk for both you and the employer. The following issues may crop up:
Legal complexities. Secondment agreements can be legally complex and challenging to understand.
Uncertainty of roles. Secondments can sometimes lack clearly defined roles and responsibilities. This can lead to confusion about expectations.
Potential for tension. Poorly structured secondments can lead to tension between the seconded employee and their new peers.
Personal disruption. Secondments may require you to change your travel routine, disrupt your work hours, and even relocate.
To increase the likelihood of a successful transition and experience as a seconded employee, follow these tips:
Understand the secondment agreement. Review and understand the terms outlined in the secondment agreement. Talk to your supervisor to clarify any uncertainties about the agreement.
Prepare for personal and professional adjustments. Before accepting a secondment, consider its impact on your income and personal commitments. Prepare for any potential challenges, like adjusting to new responsibilities, navigating a new work environment and working out a different schedule and commute.
Maintain open communication. Foster open communication with your original employer and the host organisation throughout the secondment. Communicate any concerns, progress updates, or changes in expectations to ensure a smooth and successful experience.
Embrace networking opportunities. Use your secondment to expand your professional network. New relationships may prove valuable for future collaborations and career growth.
Secondments generally fall into two main categories: internal and external.
An internal secondment takes place within your current organisation. You might move to another department, business unit, or branch office. Here are two examples:
A human resources professional could be seconded to support a merger integration project.
A research engineer might join a quality assurance team to learn about testing protocols.
Internal secondments help you gain a deeper understanding of how your organisation operates. They also allow you to build relationships with colleagues from different parts of the business, which can be valuable for career growth and opportunities.
An external secondment sends you to another organisation altogether. These organisations generally have an existing relationship with your original company. Here are a couple of examples:
A marketing expert might be seconded to a joint venture partner to help launch a new product and learn about new consumer markets.
A corporate lawyer could be placed in a start-up to understand the challenges of growing businesses.
These arrangements can profoundly broaden your professional horizons. You'll gain cross-industry exposure, and expand your global perspective if the role is based overseas.
Not all secondments are structured in the same way. Your organisation may have different frameworks in place.
Some employers have well-established secondment programmes designed to promote employee development. Employees can apply for temporary placements in other departments or partner organisations. If you’re selected, you’ll need to sign a secondment agreement that lays out all the important details.
These programmes are often part of larger talent development strategies, giving you new skills or the opportunity to dive into different roles you’ve been curious about, and a clear pathway to do so.
Sometimes, secondments pop up to address a specific business need. It could be filling in for a special project or covering a temporary staff shortage. These arrangements are often more flexible and less formal.
While these may not be advertised as openly as formal programmes, such secondments can still benefit your career.
Before embarking on a secondment, ask for a secondment agreement. This document protects both yourself and your employer, by setting out clear parameters like those listed below.
A good secondment agreement explains your new tasks and objectives. Make sure it clarifies performance expectations, who you report to, and how your performance will be evaluated.
Key sections might include the following:
Task list
Set objectives
Key performance indicators
Explanation of your new reporting line
This clarity ensures you know what's expected and reduces the risk of confusion or role overlap.
Compensation is an important factor to consider, as a secondment can affect your salary. It might stay the same if the role is similar to your current one or be adjusted to reflect any additional responsibilities.
The secondment agreement should specify who pays your wages, as well as how any benefits will be managed. Consider reimbursements for travel, relocation, or training expenses, if applicable.
Your secondment agreement should have clear start and end dates, and it might include an option to extend if both sides are on board. Make sure it also covers early termination – just in case the project wraps up sooner than expected, or if you find the role isn't quite the right fit.
The agreement should spell out notice periods and conditions for returning to your original position, or what happens if that position is no longer available.
Other standard contractual elements might include:
Confidentiality clauses: for host organisations that deal with sensitive information or proprietary technology
Intellectual property rights: clarifying who owns any work you create during your secondment
Finally, the secondment agreement should comply with all relevant employment laws. This gives you peace of mind that your rights remain intact.
A secondment can be a powerful catalyst for professional growth. But before you sign on the dotted line, be sure to understand the terms and implications of your secondment agreement. Don’t hesitate to ask questions, negotiate if needed, and make sure expectations are crystal clear.
Secondments can last for any amount of time, but they are typically six to 12 months in length. They can be part-time or full-time; established for a set period or project; or exist on a casual, ad hoc basis as required.
Most secondments are temporary. However, a secondment might lead to a permanent role if both parties agree. An employee may also choose to pursue a permanent position at the host organisation.
Your salary may remain the same if your new position is within the same organisation or is similar to your previous position. Work with your manager to determine the exact compensation and which organisation pays you. Having this information in your contract can ensure transparency and clear communication.
Yes, a secondment can end early. The secondment agreement should clearly set out start and end dates. The contract should also address any conditions that could lead to early termination.
A secondment is a temporary arrangement that allows an employee to work at a different department or with a different company. The seconded employee remains employed by their original employer. They will return to their original position when the secondment ends.
In a permanent transfer, the law deems it a termination of employment. The original employment relationship ends, and the employee starts a new employment relationship with the new organisation.