Secondment Policy

The Society believes that colleagues can, as part of their contract of employment, ask or be asked to undertake temporary placement (known as a secondment) to other roles or business groups. This enables colleagues to learn more about other roles or business groups on a temporary basis, in the knowledge that they can return to their “core” role at the end of the seconded period. All secondments need to be advertised on the Society’s weekly vacancy list to ensure equal opportunities for all throughout the recruitment process.

During the secondment period, the colleague’s terms and conditions of employment will remain the same unless the colleague has agreed to any contractual changes. Whilst on secondment, the colleague’s reporting line will be to their new manager who has responsibility for them during the seconded period.

The terms of the secondment will be confirmed in writing so that the colleague has clarity about the dates when the secondment period is due to start, and when it is due to end. The maximum duration of a secondment is 12 months.

For any seconded colleagues who are placed on secondment who relocate to the new location, the colleague may be provided with a range of financial benefits including (subject to the employee meeting the terms for eligibility for each benefit and to prior written management approval being obtained for each expense):

• Transport costs for the employee and his/her family, and their furniture and effects, to the new location, including insurance;

• Reimbursement of legal and other necessary fees incurred in the sale of the employee's property;

• Temporary storage charges if necessary, including insurance;

• Financial assistance related to the purchase of a new property, eg survey fees, estate agent fees, legal fees;

• A furnishings allowance intended to assist with the cost of new carpets, curtains and fixtures;

• Reimbursement of the costs of hotel and/or temporary rented accommodation for the employee and his/her partner/family for a limited period and up to a stated maximum;

• Financial assistance in the event that the employee requires a bridging loan (subject to management approval); and

•  A fixed-amount "disturbance allowance".  

If, however, the colleague does not wish to relocate permanently to the new location, he/she may elect to retain their permanent residence and live in rented accommodation. In these circumstances, the employee may receive the following temporary secondment benefits during the period of the long-term temporary secondment and the Society may assist with such costs as:

• Travel expenses

• Accommodation expenses

Where such expenses are agreed, colleagues should submit an expense claim for the above expenses on a monthly basis, and should include valid receipts for all expenses claimed.