What is included and what is not

Included

  • Intercompany secondment agreement between home employer and host company covering services, cost recharge, control, duration and return
  • Secondment letter to the employee varying the home contract for the assignment: role, location, allowances, benefits, working time and repatriation
  • Host-country mandatory terms addendum where local law applies to an employee working there
  • Data protection, confidentiality and IP terms covering work done for the host
  • Checklist of immigration, social security and tax registrations for the two jurisdictions (identification only)
  • Review and sign-off by a lawyer admitted in each of the two jurisdictions
  • One round of amendments after your internal review

Not included

  • Work permit and visa applications
  • Tax equalisation calculations, social security certificates of coverage and payroll set-up
  • Permanent transfers of employment (use the cross-border employment contract product)
  • Secondments to or from third-party clients (quoted on request)

Review levels

Workflow draft
Product priceas listed, per jurisdiction
  • Drafted on the LegalMatrix workflow from the approved clause library and your intake answers
  • Checked by the LegalMatrix legal team for consistency and completeness
  • Delivered as an editable document with a clause-by-clause note
  • Document preparation: no lawyer sign-off, no legal advice
Lawyer review and sign-off add-on
+ US$350 and upper jurisdiction; 30% of the product price for larger documents
  • A lawyer admitted where the document will be used reviews, revises and signs off
  • Enforceability check for that jurisdiction: governing law, formalities, mandatory rules
  • Reviewer's name, admission and date on the document; 20-minute call included
  • Covered by the practising entity's professional indemnity

Counterparty Contract Review, the Negotiation Playbook and the Successor Programme Document Set include lawyer review in the price. IP filings are made by registered practitioners and are not offered without one.

Who it is for

For

  • Groups sending a manager to set up or run a subsidiary for a fixed period
  • Companies lending engineers or specialists to another group entity
  • Family businesses placing a successor in an overseas operation for experience

Not for

  • Permanent relocations where the home employment ends
  • Arrangements designed to avoid host-country employment law (they generally do not)

What the document does

Clause summaries. The product delivers the drafted and reviewed document, not a template.

Secondment and statusConfirms the employee remains employed by the home company and is seconded to the host for defined services.
Duration and extensionSets the assignment period, extension mechanics and early termination triggers.
Control and reportingAllocates day-to-day direction to the host while the home company retains employer status, within what local law allows.
Remuneration, allowances and benefitsStates who pays what, assignment allowances, housing and travel, and continuity of home benefits.
Cost rechargeSets the intercompany recharge of salary and costs, with the mark-up left for the tax adviser.
Host-country mandatory termsApplies host working time, leave, health and safety and other mandatory protections.
Intellectual property and confidentialityAssigns IP created during the secondment to the agreed group company and protects both companies' information.
Return and repatriationSets the return role, relocation costs and what happens if the employee resigns during the assignment.
Governing lawApplies home-country law to the employment and host-country law to mandatory protections, with an intercompany dispute clause.

How it runs

  1. Intake

    A questionnaire captures the employee's home contract, the host role, duration, pay and benefits package, and the two jurisdictions. An analyst flags the registrations that will be needed.

  2. First draft

    The LegalMatrix workflow produces the intercompany agreement, the secondment letter and the host addendum.

  3. Professional review

    A lawyer admitted in each jurisdiction checks employer-status, mandatory host terms, permanent establishment flags and immigration conditions, and signs off.

  4. Signature

    Signature-ready versions are issued in signing order: intercompany agreement, then the secondment letter countersigned by the employee.

  5. Record update

    GoGoTrust files the documents in both companies' records and diarises the assignment end date.

✓
Signed off by
A lawyer admitted in each of the home and host jurisdictions reviews and signs off the documents before release.

Price by jurisdiction

JurisdictionPriceWith lawyer sign-off
SingaporeUS$1,900US$2,450
Hong KongUS$1,900US$2,450
JapanUS$1,900US$2,450
TaiwanUS$1,900US$2,450
United StatesUS$1,900US$2,450
CanadaUS$1,900US$2,450
AustraliaUS$1,900US$2,450
New ZealandUS$1,900US$2,450
United KingdomUS$1,900US$2,450
MaltaUS$1,900US$2,450

Questions

Does the employee stay on the home payroll?

Usually yes, with the host company recharged. The agreement supports either model; the choice has tax and social security consequences that your advisers confirm.

Does host-country employment law apply to a secondee?

Mandatory protections usually do once the employee is working there, and some jurisdictions treat long secondments as local employment. The host addendum deals with this and the review note flags the thresholds.

Is a work permit included?

No. The checklist identifies the permit category; immigration filings are handled by your immigration adviser.

Can we second to a client rather than a group company?

That is a different risk profile (labour hire and agency rules); it is quoted separately.

What if the secondee resigns in the host country?

The letter sets out notice, repatriation and clawback of relocation costs where enforceable, and the intercompany agreement ends the recharge.

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