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A Secondment Agreement lets one company temporarily transfer an employee to work at another organization while keeping their original employment contract active. In the UAE, these agreements help businesses share talent and expertise across different sectors, from government entities to private companies.

Under UAE Labor Law, the agreement carefully outlines who handles salary payments, workplace insurance, and daily management of the seconded employee. It protects everyone's rights by spelling out the length of the assignment, reporting structures, and key responsibilities. The seconding company typically maintains the primary employment relationship while the host organization supervises day-to-day work.

Use a Secondment Agreement when your organization needs specialized talent or expertise from another company for a defined period. This arrangement works perfectly for UAE businesses launching new projects, filling temporary skill gaps, or sharing knowledge between government entities and private sector partners.

The agreement becomes essential when coordinating cross-border assignments within the GCC region, managing joint ventures, or handling government-mandated knowledge transfer programs. It provides clear legal protection for all parties by defining work scope, duration, and responsibilities while ensuring compliance with UAE Labor Law and visa regulations.

• Local Secondment: Used between UAE-based companies, typically covering short-term project support or skill transfers while maintaining UAE labor law compliance
• International Secondment: Involves cross-border assignments within GCC countries, requiring additional visa and immigration considerations
• Government Secondment: Specialized arrangements for public sector employees working in private organizations, following specific UAE public service regulations
• Inter-group Secondment: Used between related companies or subsidiaries within the UAE, often part of knowledge-sharing initiatives
• Project-specific Secondment: Tailored for particular projects or industries, with detailed scope and deliverables clearly defined

• Host Organization: Receives and supervises the seconded employee, providing workspace, tools, and day-to-day direction
• Home Company: Maintains the primary employment contract and usually handles salary payments and benefits
• Seconded Employee: Works temporarily at the host organization while retaining employment ties with their original employer
• HR Managers: Coordinate between both organizations, managing paperwork and ensuring UAE labor law compliance
• Legal Teams: Draft and review Secondment Agreements to protect all parties' interests and ensure regulatory compliance

• Employee Details: Gather full name, position, qualifications, and current employment terms
• Assignment Scope: Define role responsibilities, project details, and expected deliverables
• Duration Terms: Specify start date, end date, and any extension conditions
• Compensation Structure: Clarify who pays salary, benefits, and allowances under UAE labor laws
• Workplace Policies: Document which organization's policies apply for leave, conduct, and reporting
• Visa Requirements: Confirm immigration status and work permit needs
• Performance Management: Establish reporting lines and evaluation processes between both organizations

• Parties' Details: Full legal names and addresses of home company, host organization, and seconded employee
• Assignment Terms: Clear description of role, duties, location, and duration under UAE Labor Law
• Employment Status: Confirmation that original employment contract remains valid during secondment
• Compensation Structure: Detailed breakdown of salary, benefits, and which party handles payments
• Confidentiality: Protection of both organizations' sensitive information and trade secrets
• Termination Rights: Conditions for early termination and notice periods
• Governing Law: Explicit reference to UAE law and jurisdiction for dispute resolution

A Secondment Agreement differs significantly from a Contractual Agreement, though they're often confused in UAE business settings. While both create legally binding relationships, their purposes and structures serve distinct needs.

• Employment Status: Secondment Agreements maintain the original employment relationship while temporarily placing the employee with another organization. Contractual Agreements create new, direct relationships between parties.
• Duration and Flexibility: Secondment Agreements are inherently temporary and include provisions for early termination or extension. Contractual Agreements typically establish more permanent, fixed-term arrangements.
• Legal Obligations: In a Secondment, both host and home organizations share certain responsibilities under UAE Labor Law. Contractual Agreements usually involve direct, two-party obligations without shared responsibilities.
• Regulatory Framework: Secondments must comply with specific UAE employment and visa regulations, while Contractual Agreements follow general commercial law principles.