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A Secondment Agreement sets up the temporary transfer of an employee from their regular employer to another company or organization. Under Belgian law, this arrangement lets workers gain experience or share expertise while keeping their original employment contract intact.

These agreements spell out key details like duration, work duties, and who handles payroll and supervision. Belgian companies often use secondments for project collaboration, skill development, or to provide specialized expertise to clients. The agreement must follow strict Belgian social security and employment regulations, particularly around maintaining the original employer's obligations and protecting the worker's rights.

Use a Secondment Agreement when sending your employees to work temporarily at another Belgian company or receiving workers from partner organizations. This arrangement works perfectly for specialized projects, knowledge sharing between departments, or filling temporary skill gaps without permanent hiring.

The agreement becomes essential when structuring international assignments within the EU, managing group-wide training programs, or providing expert consulting services to clients. Belgian law requires clear documentation of these arrangements to protect employment rights, maintain proper social security coverage, and ensure compliance with labor regulations. Having this agreement in place prevents misunderstandings about supervision, workplace safety responsibilities, and intellectual property rights.

• Short-term Secondments: Used for project-based assignments lasting under 6 months, typically focusing on specific deliverables or expertise transfer
• Inter-company Secondments: Common within Belgian corporate groups for staff development and resource sharing between affiliated entities
• Client-site Secondments: Structured for consultants or technical specialists working at client locations while maintaining employment with their original firm
• International Secondments: Tailored for cross-border assignments within the EU, with specific provisions for social security and tax implications
• Training Secondments: Designed for skill development programs, often including detailed learning objectives and mentorship arrangements

• Home Company (Original Employer): Maintains the employment contract, handles payroll, and remains legally responsible for the employee's social security
• Host Company: Provides day-to-day work direction, ensures workplace safety, and benefits from the seconded employee's expertise
• Seconded Employee: Performs duties at the host company while keeping employment rights with the home company
• HR Managers: Draft and oversee the agreement's implementation, ensuring compliance with Belgian labor laws
• Legal Advisors: Review terms, ensure regulatory compliance, and protect both companies' interests under Belgian employment legislation

• Basic Details: Gather employee information, duration of secondment, and both companies' registration details
• Work Arrangements: Define role description, reporting lines, work location, and hours
• Financial Terms: Outline salary continuation, expenses, benefits, and any additional allowances
• Legal Requirements: Check Belgian social security implications and work permit needs
• Practical Matters: Document equipment provisions, confidentiality rules, and intellectual property rights
• Review Process: Use our platform to generate a compliant agreement, then have all parties review the terms before signing

• Party Details: Full legal names and addresses of home company, host company, and seconded employee
• Duration Terms: Clear start and end dates, extension conditions, and early termination provisions
• Employment Status: Confirmation of continued employment with home company under Belgian law
• Work Duties: Detailed description of role, responsibilities, and reporting structure
• Compensation Details: Salary arrangements, benefits continuation, and expense policies
• Legal Compliance: Social security provisions, workplace safety responsibilities, and data protection measures
• Confidentiality: Protection of business secrets and intellectual property rights
• Dispute Resolution: Belgian jurisdiction and applicable law clauses

A Secondment Agreement differs significantly from a Contractor Agreement in several key aspects, though both involve providing services to another organization. Understanding these differences is crucial for Belgian companies to maintain proper employment relationships and comply with labor laws.

• Employment Relationship: Secondment maintains the original employment contract, while contractors are independent service providers
• Social Security: Seconded employees stay under their home company's social security coverage; contractors manage their own social contributions
• Management Control: In secondments, the host company shares supervision with the home employer; contractors work independently with minimal direct oversight
• Duration and Commitment: Secondments are typically temporary arrangements with a defined end date; contractor relationships can be more flexible or project-based
• Benefits and Rights: Seconded employees retain their original employment benefits; contractors are responsible for their own insurance and benefits