Secondment Guide for New Zealand Employers

Secondment is when an employee temporarily moves into another role, often in a different team or even a different organisation. It can be internal, where the employee stays within the same company, or external, where they are placed with another business for a set period.

For New Zealand businesses, secondments matter because they create flexibility, support staff development, and fill short-term skill gaps without permanent hiring. Employers in Auckland and across the country use secondments to keep operations moving, build stronger teams, and give staff valuable new experiences.

‍

In this guide you’ll learn:

• What secondment means and how it works in New Zealand
• Key legal and HR considerations for employers
• Employee rights during secondments
• The difference between internal secondment and triangular employment
• Tips for drafting a clear secondment agreement

‍

What Does Secondment Mean?

‍

The simple definition of secondment is a temporary transfer of an employee to another role. A staff member may be seconded to another role within the same organisation or to a different company for a fixed time. During this period, the employee (often called the secondee) still keeps their employment with the original employer, unless a new agreement says otherwise.

‍

For example, a finance assistant in Auckland may be seconded to the HR team for six months to cover parental leave. At the end of the secondment, they return to their usual role unless the arrangement changes.

‍

Why Secondments Are Useful For NZ Businesses

‍

Employers across New Zealand often rely on secondments to:

• Cover staff shortages or leave
• Share specialist skills across teams
• Develop leadership or management experience
• Strengthen business relationships with partner organisations

We’ve seen local businesses use secondments as a way to keep staff engaged. For example, one construction company in Auckland seconded a site supervisor to the head office for a project management role. The experience boosted retention and gave the employee a pathway into leadership.

‍

Secondment Employment and Agreements

‍

A secondment agreement is important because it sets out the terms of the arrangement. It protects both the employer and employee by making clear:

• The length of the secondment
• The role and responsibilities during the period
• Pay and benefits, including secondment salary
• What happens at the end of the secondment

If the secondment involves working in another organisation, employers should be aware of the triangular employment relationship rules under the Employment Relations (Triangular Employment) Amendment Act 2019. This law applies when an employee works under the control of a third party while still employed by their original employer.

‍

Internal Secondment and Employee Rights

‍

In New Zealand, employees keep their usual rights when on secondment. That includes:

• The right to be treated fairly and not disadvantaged
• The right to return to their original role (unless agreed otherwise)
• The right to raise concerns if the arrangement is not working

Employers need to be careful with internal secondments. Changes in role or location should be agreed in writing, not assumed. A clear agreement avoids misunderstandings and shows respect for employee rights.

‍

How Long Can a Secondment Last in NZ?

‍

There is no strict legal limit on how long a secondment can last in New Zealand. Most secondments run from three months to two years, depending on the purpose.

For example:

• A three-month secondment might cover seasonal staff shortages.
• A 12-month secondment might give an employee experience in a new business unit.

If a secondment runs for a long time, both parties should review whether it is still temporary or whether a permanent change makes more sense. In some cases, a secondment can become permanent, but this should only happen with agreement from both the employer and the employee.

‍

Key Takeaways for Employers

• Always use a written secondment agreement to avoid misunderstandings
• Review pay, benefits, and employee rights before confirming the arrangement
• Keep communication open with both the secondee and the host company
• Check obligations under the triangular employment rules for external secondments
• Regularly review long secondments to decide if a permanent change is better

‍