You only need to draft a letter of secondment. This is what we did. The letter should have the details like agreed changes to the employee's contract, and other things. You should also document the agreement between your company and the host company. Better yet, draft a three-party agreement that involves you, your employee and the host.
You should also check if the secondee's expected duties are among those listed in his job description. If it isn't, then you should draft a different contract that the employee would have to consent to.
Wait, you should also check if the employee's current contract allows for secondment, on top of considering the host organisation's place of work, mobility clauses, confidentiality clauses, intellectual property and other issues. Only if you clear these could you put an employee on secondment!
You only need to draft a letter of secondment. This is what we did. The letter should have the details like agreed changes to the employee's contract, and other things. You should also document the agreement between your company and the host company. Better yet, draft a three-party agreement that involves you, your employee and the host.
I agree that a tripartite contract detailing all the agreements between you, the host company and the employee would be the best. This way you have everybody on the same page.
Wait, you should also check if the employee's current contract allows for secondment, on top of considering the host organisation's place of work, mobility clauses, confidentiality clauses, intellectual property and other issues. Only if you clear these could you put an employee on secondment!
That may seem a lot, but in practice, you only have to consider if the employee agrees to the secondment set up
How do you start a secondment agreement?
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