Secondment Policy - January 2023
In this section
- 11. Internal and External Secondments
- 12. Fixed Term or Temporary Employees Approved Secondments
- 13. Financial Considerations
- 14. Additional Financial Considerations
- 15. Legal/People Implications
- 16. Managing the Secondment Arrangement
- 17. Managing the Secondee’s Return
- 18. Terms and Conditions During Secondment
- 19. Equalities
14. Additional Financial Considerations
If an employee is seconded into a post evaluated at a higher grade they will receive the appropriate salary for the duration of the secondment.
Additional expenses incurred to meet the requirement of the role, e.g. travel allowances, subsistence etc. will be borne by the host department/organisation. In the situation where an extension to an internal secondment cannot be agreed by the substantive department and the employee opts to remain with the host department, they need to be aware that they will be deemed as having given up their right to return to the substantive post and the consequences of this. The host department should be aware that this may incur the cost of redundancy. It is therefore important that prior to agreeing to an extension with the employee the substantive department and HR Advisor are consulted. The host department will be liable for the cost of redundancy where this applies.