Home & Host Company Frequently asked Question's

Legal Notice

It should be noted that there will be a legally binding contract agreed between all parties that no secondee may join a host organisation on a permanent basis within 6 months of completing a secondment.

Q. What happens is a candidate wants to stay in a role that they have been seconded to?

This is agreed as not being a possibility at the beginning of a secondment by all parties. There is a moral and ethical obligation on the Host company not to attempt to poach secondees. Legally there is a six month “cooling off” period.

Q. How does the Home employer keep in touch with their employee whilst on secondment?

This is agreed and documented at the beginning of the secondment, this can include telephone contact, home employer representative sitting in reviews, agreed contact procedure.

Q. How do we manage candidates returning into the Home employer after completing a secondment?

The candidate should be considered strongly in this situation, and almost a re-induction into the business completed with the individual. Clear objectives for the role they are returning to, to be documented.

Q. How does the home and host companies monitor what learning needs and developments can be achieved during secondment?

Criteria will be agreed and documented up front, and signed off by all parties as a commitment to this stretch in skills, experience and learning.

Q. Who is typically responsible for the candidate whilst in the Host company, and how much of the managers time will this take?

The secondees head of department will monitor progress and set tasks, they will coach on tasks, but will not discipline conduct or capability concerns- this should take no more time than their normal management responsibilities for their other team members – they will likely sit in a monthly performance review.

Q. 360 degree feedback at the end of each secondment is invaluable – how is this completed?

Through a series of questionnaires and interviews, with customers, managers, peers, subordinates and suppliers. This will be facilitated independently through Equal Approach as part of the brokerage service.

Q. Can secondments work for part time candidates?

Yes if all parties are in agreement, Home, Host and Candidate.

Q. How do we get the ball rolling to start to suggest candidates we would like to second, or opportunities we have within our business to accommodate a secondee?

Refer to www.equalapproach.com/secondments and complete the relevant form, a representative from Equal Approach will follow up immediately.
Equal Approach will communicate frequently opportunities for secondments amongst those organisations who are “signed up” to the concept.

Q. Will the HOST company have a choice of candidates?

Yes, typically there will be a choice of two or three candidates to select from, Equal Approach will facilitate the interviews, and these can be in the Host companies chosen format.

Q. What if the secondee is very unhappy with the HOST company or the secondment opportunity?

This again will be agreed up front in the four way meeting between the Home, Host, Candidate and Broker to agree the prefer resolution in this situation.

Q. Who pays the fee to Equal Approach?

The Home organisation does, as they will be reaping the long term benefits of the up-skilled employee.

Q. Who would pay for training?

Again this would be agreed up front in the secondment policy, however, typically if the training is of benefit to the Home employer they would cover the costs, assuming this is in line with their training policy. However if this is sector specific or technical training relevant only to the Host then they would cover this cost typically.