SCREENING
Secondment Policy
Last updated 22 January 2026
The assessment
New or existing service or policy?
Exisiting
Directorate/service area
Human Resources
Officer(s) responsible for:
- Service/policy/project: Emma Ruffinato, HR and Organisational Development Manager
- Completing equality impact assessment: Lucy Kay, HR Advisor
Date
22 January 2026
What is the purpose? What are the outcomes?
As part of the HR policy review programme, we have completed a review of the policy and updated in line with current legislation, Council procedure and NJC green book.
Are there any statutory requirements? Who are the main customer groups / stakeholders?
Statutory requirements as per NJC green book. Applicable to all staff - specifically employees who are interested in undertaking a secondment, their substantive line managers and recruiting managers.
Who is intended to benefit from this service/policy? How will they benefit?
The benefit of this policy is to give clear guidelines to managers and staff when arranging either an internal or external secondment. This policy gives clear guidelines to managers of how to secure a secondment, considerations that need to be taken before agreeing a secondment and what is expected of them throughout the duration. For employees, this policy gives information on what they need to do before / to undertake a secondment, what to expect whilst on secondment and when returning to their substantive position.
What information are you using? What does the evidence show you?
In reviewing this policy we have checked against NJC Green Book and reviewed example policies from other Council's to ensure our policy sits in line with other approaches.
What impact does the service/policy/project have on the following equality strands?
Protected characteristics: definitions
Before the Equality Act 2010, there were 3 separate public sector equality duties covering race, disability, and gender. The Equality Act 2010 replaced these with a new single equality duty covering the following protected characteristics.
| Characteristic and definition | Impact and evidence |
|---|---|
|
1. Age |
Neutral: No specific measure or outcomes for this group |
|
2. Disability |
Neutral: No specific measure or outcomes for this group |
|
3. Gender Reassignment |
Neutral: No specific measure or outcomes for this group |
|
4. Marriage and Civil Partnership |
Neutral: No specific measure or outcomes for this group |
|
5. Pregnancy and Maternity |
Neutral: No specific measure or outcomes for this group |
|
6. Race |
Neutral: No specific measure or outcomes for this group |
|
7. Religion of belief |
Neutral: No specific measure or outcomes for this group |
|
8. Sex |
Neutral: No specific measure or outcomes for this group |
|
9. Sexual Orientation |
Neutral: No specific measure or outcomes for this group |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety |
Neutral: No specific measure or outcomes for this group |
Review
Can any differential impact be justified? (for example, promoting equality of opportunity)
Not applicable
Does any adverse impact amount to unlawful discrimination?
Not applicable
What alternative actions could be taken to mitigate any adverse impact? (Add these to the action plan)
Not applicable
Consultation
Detail any specific consultation on this service/policy (if there is insufficient data, further consultation will need to be undertaken and included in the action plan)
Consulted with managers and CLT members and made comparisons with policies of other LG Councils.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give a timescale)
To be reviewed in 3 years as per policy review schedule or earlier if there is a change in legislation or to the NJC green book.
Is a full assessment required?
No
Signed: Lucy Kay, HR Advisor
Date: 22 January 2026