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- Why secondments?
- Definitions
- Duration of secondments
- Establishment of a secondment
- Applying for secondments
- Appointing secondees
- Contractual arrangements
- International secondments
- Right to return to substantive post
- Notice period
- End of secondment
- Record keeping
- Health and safety
- Responsibilities
- Managers' checklist
Duration of secondments
Secondments are a temporary contractual arrangement.
Please consult with your HR Business Partner/ Manager if you have any queries about the duration of secondments.
For External Secondments the following guidelines apply:
- Secondments will be for a fixed period of time which is agreed in advance with the Host, the University and the Secondee
- Secondments may be full or part time
- Secondments should normally be for a period of two years or less
- A clear rationale for any extension must be provided at least 3 months prior to the end of the initial period of the secondment
- Agreement of an extension must be agreed between the Line Manager of the Host organisation, the Line Manager within the College/Service (using their usual approval route), the HR Business Partner or HR Manager and the Secondee
- Contractual documentation must be in place prior to the start date of any extension
As secondments are considered to be a temporary arrangement, restrictions are placed on their duration. With regards to External Secondments, the secondment of a University of Exeter employee to an external organisation may require their substantive post to be back-filled. This should be taken into consideration during the initial planning stage and during any consideration of an extension to the secondment.
A long secondment can have an impact on how effectively the secondee can return to fulfil their duties of their substantive role and the cost of any re-training/ re-integration should be taken into account during the initial planning stage and during any consideration of an extension to the secondment.
The impact of a secondee who has line management responsibility should also be taken into account when agreeing the length of any secondment.
For Internal Secondments the following guidelines apply:
- Secondments will be for a fixed period of time which is agreed in advance
- Secondments may be full or part time
- Secondments should normally be for a period of two years or less
- A clear rationale for any extension must be provided at least 3 months prior to the end of the initial period of the secondment
- Agreement of an extension must be agreed between the: Secondee’s host and substantive line managers, HRBP/ HR Manager, and Secondee
- If an internal secondment to which the secondee goes is likely to continue beyond the agreed period, the post should be advertised in the normal way and the secondee has not automatic right to be appointed to the post.
As secondments are considered to be a temporary arrangement, restrictions are placed on their duration. For Internal Secondments, although continuous service of the secondee is not affected as he/she remains employed by the UoE, if the substantive post is back-filled consideration needs to be given as to the continuous service that individual will accrue.
For Incoming Secondments the following guidelines apply:
- Secondments will be for a fixed period of time which is agreed in advance
- Secondments may be full or part time
- Secondments should normally be for a period of two years or less
- If the secondment is to be for a period of longer than 23 months, then the arrangement must be considered under the Fixed Term Work (Prevention of Less Favourable Treatment)Regulations 2002
- A clear rationale for any extension must be provided at least 3 months prior to the end of the initial period of the secondment
- Prior to the end of the initial 12 month period agreement of an extension must be agreed between the Secondee’s host and substantive line managers, HRBP/ HR Manager and Secondee
As secondments are considered to be a temporary arrangement, restrictions are placed on their duration. Should the secondment be required to continue after the 23 month restriction, then the Line Manager and HR Business Partner/ HR Manager must consider whether the UoE will offer an open-ended contract – see Managers Guide – Fixed Term contracts.
