In the case of secondment, we are the official employer of the seconded professional, while the client offers the work and workplace. A three-party agreement is hereby drawn up between us, you and the client. Secondment is usually temporary and has a specific purpose, such as putting together a project team or filling a (temporary) open position.

Secondment often focuses on specialist positions and longer projects, while temporary employment offers flexibility in short-term assignments and general functions. In addition, secondment involves a notice period, while temporary workers can terminate their contract at any time.

Working as a seconded professional involves risks, such as adaptation challenges and reduced access to specific employment conditions.

If a seconded person shows skills, commitment and performance during an assignment, the professional can become valuable to the client. This leads to new opportunities, such as taking on more responsibilities or taking over leadership positions.

According to the Labour Force Allocation Act by Intermediaries (Waadi Act), an obstruction ban has been laid down. This means that, after a secondment agreement, an employee is free to work for the client in a similar position. In many cases, the competition clause is (partly) not valid in the event of secondment.