A secondment is a temporary assignment in which an employee takes up a different role — in a different practice, geography, client organisation or external body — for a defined period, while retaining their original employment relationship with the firm. At the end of the secondment, the expectation is that the individual returns to their substantive role, though in practice secondments sometimes lead to permanent transfers if both parties prefer it.

In consulting, secondments arise in several distinct contexts: internal secondments between practice areas or geographies; client secondments where a consultant is embedded in a client's organisation; and external secondments to industry bodies, government departments or pro bono organisations. Each raises its own questions about pay continuity, career level management and benefits.

Pay and Benefits During Secondment

The compensation treatment of secondments varies depending on the type and the direction of the move:

• Internal secondments within the same market — Typically the simplest case. The individual retains their existing base salary, benefits and career level. If the secondment role is more senior, a temporary acting-up allowance may be paid; if it is at the same level, pay is usually unchanged. Performance assessment and bonus determination may need to involve the seconding and receiving managers jointly.
• Internal secondments across geographies — Where the individual moves to a higher-cost market, allowances and a cost of living adjustment may be required to maintain the real value of compensation. Where they move to a lower-cost market, the treatment depends on firm policy — some firms maintain home-country pay; others adjust to local market levels for longer assignments. See Expatriate Compensation.
• Client secondments — Where a consultant is seconded to a client, the commercial arrangement between the firm and client typically includes a fee that covers the consultant's cost plus a margin. The consultant's pay and employment terms remain with the firm. Care is needed to ensure that the working arrangement does not inadvertently create an employment relationship between the client and the consultant under local labour law.
• External secondments — To industry bodies, NGOs or government departments, often as part of a firm's corporate responsibility or public affairs strategy. The commercial and compensation treatment varies; some firms pay full salary and treat the secondment as a development investment, others negotiate cost-sharing with the receiving organisation.

Secondment and Career Development

Secondments are one of the most effective mechanisms for internal mobility in consulting, allowing individuals to develop new skills and perspectives without permanently leaving their practice or requiring the firm to make a permanent headcount commitment in a new area. They can also be a valuable retention tool for consultants who are seeking a change but have not yet decided whether they want to make a permanent move. A well-managed secondment that expands the individual's experience and networks often results in a stronger return to the substantive role. See Career Models and Talent Retention.