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
15. Legal/People Implications
There may be occasions where it has not been possible for employees to be supported in terms of secondment who then choose to pursue applying for a vacant fixed term post. In these situations, should the employee be successful they will be offered that post on a fixed term basis. As an employer we would have to make the employee aware of the implications of redundancy for them. However, the employee cannot be prevented from accepting a fixed term post.
The employee, substantive department and/or host department/organisation can terminate the secondment. A notice period of 4 weeks is to be given to all parties. This notice must be given in writing. If the employee does not return to the post at the end of the 4 week notice period and they continue to be provided with work by the host department they will be notified that they will no longer have the right to return to their substantive post at the end of the fixed term basis. Please refer to Fixed Term Contracts guidance.