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Experience with legal services for entrepreneurs since 2001

Lawyers and legal professionals.Direct contact with a specialist who thinks practically.

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We worked for, among others:

We worked for, among others:

An incorrect document often provides a false sense of security.
You think everything is taken care of, but only discover whether the document actually works during a conflict or claim.

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Mr. Jaime Boogaers

Corporate Law
Attorney, 16 years of experience

In secondment, three relationships operate simultaneously: the seconding agency, the hiring company, and the employee. The agreement must clarify who remains the employer, who gives instructions, who is liable, and what happens in the event of illness, replacement, or takeover

For secondment agencies, hirers, employers, project organizations, and business clients
Attention to position, duration, rate, hours, management, supervision, and working conditions
Illness, replacement, liability, confidentiality, privacy, hirer's liability, and takeover arranged
Practically applicable for temporary assignments, projects, IT, technology, finance, HR, and interim staffing

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Choose whether you want to have the document drafted, checked, or modified. Prices and options vary per document.

From 99

Customization

Most chosen

Tailor-made secondment agreement

from 249.- per document

For entrepreneurs who want to have a legal document drafted that aligns with their business, agreements, industry, and risks.

Have the secondment agreement reviewed

from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

Have the secondment agreement amended

from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

About us

Our expertise in secondment agreements

Our lawyers and in-house counsel assist staffing agencies, client companies, employers, and business clients with secondment agreements, employment contracts, takeover clauses, privacy agreements, and liability. We examine roles, function, management, duration, rates, hours, illness, replacement, occupational health and safety, client liability, confidentiality, privacy, and termination.

Tailor-made solutions for your secondment

Secondment in IT, engineering, finance, HR, project management, intercompany, or specialist consultancy does not require the same agreements. Therefore, we tailor the agreement to the employee, position, workplace, risk, collective labor agreement, rate, and desired takeover.

Our facts

Active since 2001
Lawyers and in-house counsel
Experience in corporate law, employment law, contract law, and commercial services
Attention to practical operation, risks, and enforceability
Fixed rates in advance where possible

Customization
About us

Most chosen

Tailor-made secondment agreement

from 249.- per document

For entrepreneurs who want to have a legal document drafted that aligns with their business, agreements, industry, and risks.

Compose my document

Our lawyer is spending 1.5 to 2.5 hours on the document
Telephone intake with a lawyer
Custom concept document
One adjustment round
Final version
Explanation of correct use
Delivered within 5 working days, express delivery possible

Have the secondment agreement reviewed

from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

Review document

Our legal expert spends 0.5 to 1.5 hours on the check
Telephone intake with a lawyer
Checks on content, risks, and practical usability
Attention to liability, payment, and termination
Concrete points for improvement and legal advice
Delivered within 3 working days, express delivery possible

Have the secondment agreement amended

from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

Edit my document

Our legal expert spends 1.5 to 2.5 hours checking and making adjustments
Telephone intake with a lawyer
Verification of the existing document
Adaptation to your business and working methods
Suitable for new services, customers, or risks
Delivered within 5 working days, express delivery possible

About us

Our expertise in secondment agreements

Tailor-made solutions for your secondment

Our facts

Active since 2001
Lawyers and in-house counsel
Experience in corporate law, employment law, contract law, and commercial services
Attention to practical operation, risks, and enforceability
Fixed rates in advance where possible

Reviews (21)

Emma

It is clear that they know what they are talking about, right from the first word. The complexity of our shareholder structure was effortlessly translated into the agreement. Everything was delivered neatly and on time.

Eline

We immediately clicked well with the lawyer who assisted us. We received excellent advice regarding the division of intellectual property rights. Our clients respond positively to the clear general terms and conditions.

Joost

We urgently needed a lawyer and were helped immediately. We appreciated the honesty when it turned out that a specific request of ours was legally unfeasible. A party that delivers on what it promises on its website.

Tessa

A lot of time was saved thanks to the efficient intake. The translation of our core values into the code of conduct was incredibly successful. It is clear that they have a passion for entrepreneurship.

Femke

We had many questions, but these were answered patiently and promptly. The adjustments were logical and carefully incorporated. Everything was delivered neatly and on time.

Naima

We had immediate confidence in the team's expertise. They provided a watertight confidentiality clause that perfectly suited our innovations. Our business partners were impressed by the professionalism of the contracts.

Charlotte

The process started immediately after our agreement, without delays. Legal jargon was avoided where possible or explained in plain language. Everything was delivered neatly and on time.

Kevin

Our company was carefully inquired about. The guidance during the drafting of the general terms and conditions was invaluable. The quality fully met our expectations.

Soraya

Quick response and clear explanation. The clarity of the penalty clauses leaves no room for interpretation. Our customers respond positively to the clear general terms and conditions.

Anas

The intake felt like a genuine consultation rather than a sales pitch. The agreements were properly honored. The service was professional and personal.

Burak

The communication was smooth and professional. A perfect balance was struck between protecting our business and not deterring customers. The end result aligns 100% with our high standards.

Rik

Practical advice that we could immediately put into practice. The expertise regarding e-commerce legislation was clearly the added value in this process. Our clients are responding positively to the clear general terms and conditions.

Daan

We received excellent assistance with our legal questions. The lawyer effectively translated our situation into the document. Our customers are responding positively to the clear general terms and conditions.

Rayane

I am extremely pleased with the quick and adequate initial response. It is great that complex legal theories were explained with simple practical examples. These documents will undoubtedly save us a lot of headaches in the future.

Bass

The lawyer took a practical approach with our company. They flawlessly exposed the pain points in our current contract. The document was accepted flawlessly by our investors.

Marloes

We urgently needed a lawyer and were helped immediately. The draft was provided with helpful notes in the margin for clarification. Everything was delivered neatly and on time.

Jesse

We came in with a vague idea, but were immediately presented with concrete steps. The document was legally well-substantiated. The final result aligns 100% with our high standards.

Marouane

We didn't feel like a number, but received truly personal attention. We didn't have to figure out much ourselves. The quality fully met our expectations.

Taha

The focus was immediately on the matters that were truly important to us. The transparency throughout the writing process provided a great deal of peace of mind and clarity. The final result aligns 100% with our high standards.

Asmae

The initial meeting confirmed that we had made the right choice. They managed to reduce an extremely tough file to manageable proportions. The end result aligns 100% with our high standards.

Nisrine

We received excellent assistance with our legal questions. The lawyer really took the time to understand our specific SaaS solution before starting to write. The service was professional and personal.

Meet our office

Our ContractCheck, simply explained what can all go wrong.

Why MKB Juristen?

Since 2001, we have been active as a no-nonsense legal firm for entrepreneurs. We quickly get to the heart of the matter: with a thorough assessment, clear answers, and a document that works practically.

Nationwide coverage
First consultation free and without obligation
Fixed rates where possible
Affordable legal advice from lawyers and legal experts
Always a response within 4 hours

First, see how we work

A legal document requires trust. You see immediately who we are, how we help entrepreneurs, and why we do not work with standard templates.

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What you can expect from us

We translate your situation into a legal document that you can actually use. You won't receive a loose template, but a document tailored to your business, agreements, and risks.

A clear roadmap: intake, concept, revision round, and final version
Practical explanation on how to use the document
Legal attention to liability, payment, and termination
Where possible, provide clarity in advance regarding price and delivery time

Are you unsure whether you should have the document drafted, checked, or amended?
During the initial consultation, we will determine the sensible course of action together. Afterward, you will know exactly where you stand.

Why customization?

A legal document only works well if it aligns with your business, agreements, risks, and industry. That is why we do not work with a standard generator, but with legal experts who assess your situation.

Prepared for your company
Telephone consultation included
No standard template
Review by legal specialists

What do you get?

You will receive a legal document that is practical and aligns with the agreements you wish to make.

Draft document or legal review
One adjustment round
Clear explanation where necessary
Fixed price where possible

The founders of MKB Juristen

Our organization consists of several small teams working within various legal fields. Each legal field has its own senior in-house counsel and/or lawyers.

Denian Wielhouwer

Corporate lawyer in corporate law & business expert

Annelore Hendriks

Corporate lawyer, corporate law, administrative law

Ilja van Driel

Corporate law attorney, employment law

Jaime Boogaers

Corporate law, ICT & privacy law, energy law attorney

Custom choices

Which choices determine the content?

A number of choices determine the format of the agreement. Review these questions in advance so that the arrangements align with your situation.

Choice or question	Why this matters legally
Who exercises the authority?	In the case of secondment, you remain the legal employer, but the hirer provides the daily instructions; explicitly document this division.
Is it a fixed rate or billed on a time and materials basis?	Choose between a fixed all-in rate or billing based on actual hours worked with overviews.
Is the hirer allowed to take over the employee?	Determine whether acquisition is permitted and what compensation is involved.
Who insures what?	Decide who arranges the liability and accident insurance and to what amount liability is limited.

Clauses and provisions

Which elements belong in a secondment agreement?

The following components form the core of a workable secondment agreement. For each component, we indicate when it is relevant and why you should document it accurately.

Provision	Relevant to	Legal point of attention
Parties and seconded	Always	Name the lender, the borrower, and the name and position of the employee being seconded.
Description of activities	Always	Record which tasks the employee performs at the hiring company and at which location.
Duration and end	Always	Determine the duration, whether extension is possible, and how early termination and the notice period work.
Rates and billing	Always	Agree on the hourly rate or monthly amount, the billing period, and any indexation.
Direction and employer authority	Always	Make it clear that the employee remains employed by the lender and follows the daily instructions of the borrower.
Liability and insurance	Always	Determine who is liable for damage caused by or to the employee and which insurance is required.
Confidentiality	With sensitive information	Obligate the hirer and the employee to confidentiality regarding company data.
Acquisition and competition	With recruitment risk	Agree on whether and for what fee the hirer may employ the employee.

Use in practice

How do you use this document correctly?

By following the steps, you correctly implement the secondment agreement and prevent future disputes.

Situation	What should you do?	Point of attention
Before the start	Coordinate the work, rate, and duration with the hirer	This way, you prevent ambiguity regarding what the employee does and what it costs.
Upon signing	Have both parties sign the agreement before the secondment starts	A signed document makes the agreements binding and verifiable.
During the term	Keep a written record of hours and any changes	This allows you to substantiate your invoices and any adjustments.
At the end	Confirm the end date and completion in writing	This is how you properly conclude the collaboration and prevent tacit renewal.

Common mistakes

The following mistakes frequently occur in practice. Prevent them with clear agreements in advance.

Wrong	Consequence	Better approach
Leaving employer authority unclear	Discussion regarding whether this constitutes secondment, secondment, or bogus self-employment	Explicitly stipulate that the employee remains employed by the lender.
Do not include a takeover clause	The hirer takes over the employee without compensation	Include a takeover or recruitment clause with compensation.
Failure to settle liability	Uncertainty about who pays in the event of damage or an accident	Divide liability and set insurance requirements.
No end date or cancellation policy	The secondment continues unintentionally	Determine a clear duration and notice period.
Forgot to set rate and indexation	Conflict over invoices and price increases	Record the rate, invoicing, and any indexation in writing.

Risk profile

What is your situation and what do you pay attention to?

Depending on your role and the nature of the secondment, the points of attention vary. Recognize your situation below.

Risk profile	Example	Focus in the document
You are the lender	You second your own employee to a client	Pay attention to a cost-covering rate, retention of employer authority, and a takeover clause.
You are the hirer	You bring in temporary capacity or expertise	Ensure clear agreements regarding management, liability, and replacement in the event of failure.
Long-term secondment	The employee works for a regular client for a long period	Pay attention to signs of a sham arrangement and the position of the employee upon termination.
Sensitive or competitively sensitive assignment	The employee is granted access to confidential information	Pay attention to a watertight confidentiality clause and, if applicable, a non-compete clause.

Additional documents

When is this document not enough?

Sometimes a different or additional document suits your situation better. The following documents are relevant in that case.

Situation	Supplementary document	Why
You primarily want to ensure confidentiality	Confidentiality Agreement	Use this if the protection of trade secrets is the primary objective.
You hire a self-employed person instead of an employee	Freelance agreement (self-employed)	Select this when you work with a self-employed person without an employment contract.
The employee will be employed directly by you	Employment contract	Use this when you become the employer yourself instead of lending.

Explanation of this document

Drafting a secondment agreement, why?

Not every entrepreneur knows exactly what secondment agreements are, when they are needed, and which risks they must cover. Therefore, we explain below what this document entails, what to look out for, and why legal customization is important.

What is a secondment agreement?

A secondment agreement is the agreement whereby a secondment agency temporarily makes an employee available to a client, whereby the secondment agency formally remains the employer and the employee works under the direction and supervision of the client. The secondment agreement regulates the legal relationship between the secondment agency and the client organization: the hourly rate, the duration of the secondment, the applicable terms and conditions of employment, liability for damages, and the termination policy. In addition to the secondment agreement, there is an employment contract or temporary employment contract between the agency and the employee. The secondment agreement is not the same as a temporary employment contract: in the case of secondment, the employee typically has a permanent employment contract with the agency, whereas in the case of temporary employment, a temporary employment contract with a temporary employment clause applies. Our lawyers will draft a secondment agreement for you that correctly establishes the legal relationship between the agency and the client, addresses the client's obligation to pay remuneration, clearly allocates occupational health and safety liability, and anticipates the Temporary Staffing Admission Act effective from 2027.

What are the hirer's obligations under the Waadi?

The Labour Allocation by Intermediaries Act (Waadi) imposes a number of direct obligations on hirers that must be incorporated into the secondment agreement. The most decisive is the hirer's remuneration under Article 8 of the Waadi: the seconded employee is entitled to at least the same wages and the same substantive terms of employment as an employee in a similar or equivalent position at the hirer. The hirer is obliged to inform the secondment agency in advance of all relevant terms of employment applicable to them, including salary, allowances, bonuses, leave, and pension. Your secondment agreement must explicitly stipulate this duty of disclosure on the part of the hirer and determine that the hirer is liable for damages suffered by the agency due to the provision of incorrect or incomplete information regarding the hirer's remuneration. Our lawyers draft a Waadi-compliant secondment agreement that protects both parties.

How do you arrange occupational health and safety liability in the secondment agreement?

Under the Working Conditions Act, the hirer is responsible for safe working conditions for the seconded employee—even if the secondment agency is the formal employer. The hirer must offer the employee the same occupational health and safety protection as its own employees: risk assessment, personal protective equipment, safety instructions, and information regarding specific workplace hazards. If the seconded employee suffers a work accident as a result of unsafe working conditions at the hirer's premises, the hirer is liable. The secondment agency, as the formal employer, also has a duty of care towards its employee. Your secondment agreement must explicitly set out the hirer's occupational health and safety obligations and stipulate that the hirer indemnifies the agency against claims from the employee resulting from the hirer's failure to comply with these obligations. Our lawyers draft an occupational health and safety indemnity clause that adequately protects the agency.

How do you arrange the transfer fee for direct employment by the hirer?

One of the most commercially sensitive provisions of a secondment agreement is the arrangement for the event that the client wishes to directly employ the seconded worker during or after the secondment. The Waadi (Dutch Act on the Placement of Workers) prohibits the inclusion of impediments that prevent the worker from entering into employment with the client. Consequently, a complete prohibition on direct employment is not enforceable. However, the secondment agency may stipulate a transfer fee if the client takes over the worker—provided that fee is reasonable and does not constitute a de facto impediment. A transfer fee that decreases as the secondment lengthens and ceases entirely after a certain period is, in principle, acceptable in case law. Your secondment agreement must formulate the transfer fee in such a way that it is commercially sensible and compliant with the Waadi Act. Our lawyers draft a transfer arrangement that protects your commercial interests.

How do you prepare your secondment agreement for the Wtta as of 2027?

The Labour Provision Admission Act (Wtta) — adopted in 2025, effective from January 1, 2027 — introduces a mandatory admission system for all labour lenders, including secondment agencies. Without admission from the Netherlands Authority for the Lending Market (NAU), you may no longer make labour available after January 1, 2027. Hirers who hire labour from a non-admitted lender will be jointly and severally liable for wage debts. Your secondment agreement must anticipate the Wtta: a clause confirming your admission status, informing the hirer of the obligation to hire exclusively from admitted lenders, and an indemnity clause in the event that you lose your admission. Our lawyers advise you on preparing for the Wtta and the adjustments your contract structure requires.

How does it work at MKBjuristen?

After a brief intake, our lawyers map out your business model, your Collective Labour Agreement alignment, your rate structure, and your specific risks. Based on this, we draft a secondment agreement that is Waadi-compliant, establishes the obligation to provide information on borrower remuneration, clearly allocates occupational health and safety liability, includes a legally valid transition payment, and anticipates the Wtta as of 2027.

Are you unsure whether your document is legally correct? We would be happy to assess the sensible course of action: drafting, reviewing, or amending.

Request a quote

Why not use a standard document?

A standard document often seems like a quick solution, but usually does not fully align with your company, agreements, risks, and way of working. Our legal experts draft documents that fit your situation.

Standard document

SME Lawyers

Not tailored to your business

Tailored to your company, industry, and working methods

No control over your specific situation

Consultation with a lawyer and assessment of your risks

Possibly outdated or incomplete

Verification of current and practical provisions

No personal explanation

Explanation regarding the use of the document

A standard document seems cheap, until it doesn't fit your situation properly. That is why we provide custom legal solutions tailored to your business.

Tailored solutions for each secondment situation

Not every secondment entails the same employment law and commercial risks. Therefore, we do not draft generic secondment agreements, but tailor them to the function, workplace, and liability.

IT secondment

Attention to systems, security, privacy, IP, confidentiality, rates, and liability.

Technical secondment

Attention to safety, certificates, workplace, materials, supervision, and damage.

Finance and HR

Attention to confidentiality, personal data, systems, reporting, and compliance.

Project secondment

Attention to scope, duration, leadership, milestones, time tracking, and termination.

Intercompany secondment

Attention to cost pass-through, employership, authority, privacy, and liability.

Long-term commitment

Attention to extension, rate indexation, takeover clause, occupational health and safety, and exit.

A secondment agreement must make the triangle between the secondment agency, the hirer, and the employee legally manageable. Therefore, we examine the position, duration, rate, management, hours, illness, replacement, occupational health and safety, liability, takeover, and termination.

Common mistakes in secondment agreements

With secondment, things often go wrong because the parties only agree on the deployment and the rate, but fail to properly distribute employment law and liability risks.

Fail to make clear who remains the employer and who gives operational instructions
insufficiently concretely define function, duties, location, and duration
Difficult to arrange time tracking, approval, and invoicing
Illness, absence, replacement, and availability forgotten
Do not include health, safety, and responsibility of the hirer
Insufficient regulation of confidentiality, privacy, and access to systems
Leaving liability for errors, damage, and consequential damage too broad
Do not include a takeover clause for employment with the hirer

Draft your secondment agreement properly and avoid unnecessary problems in the future. Clear agreements prevent disputes regarding rates, hours, illness, liability, health and safety, takeover, and termination.

What is a secondment agreement?

An agreement whereby an employee of the secondment agency temporarily performs work for a client.

Who is the employer in the case of secondment?

Usually, the secondment agency remains the legal employer, while the hirer provides operational instructions.

Who is responsible for working conditions?

The hirer typically has important obligations regarding a safe workplace.

Is the hirer allowed to take over the employee?

That is possible, but clearly stipulate any takeover clause and potential compensation.

Can MKB Juristen review an existing secondment agreement?

Yes. We check roles, rates, hours, sickness, occupational health and safety, liability, privacy, takeover, and termination, among other things.

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Draftingsecondmentagreement a

Free intake

Draft or check

Final version

Choose Tailored Legal Solutions

Tailor-made secondment agreement

Have the secondment agreement reviewed

Have the secondment agreement amended

Our expertise in secondment agreements

Tailor-made solutions for your secondment

Our facts

Tailor-made secondment agreement

Have the secondment agreement reviewed

Have the secondment agreement amended

About us

Our expertise in secondment agreements

Tailor-made solutions for your secondment

Our facts

Reviews (21)

Meet our office

Why MKB Juristen?

First, see how we work

What you can expect from us

Why customization?

What do you get?

The founders of MKB Juristen

Denian Wielhouwer

Annelore Hendriks

Ilja van Driel

Jaime Boogaers

Which choices determine the content?

Which elements belong in a secondment agreement?

How do you use this document correctly?

Common mistakes

What is your situation and what do you pay attention to?

When is this document not enough?

Drafting a secondment agreement, why?

Why not use a standard document?

Tailored solutions for each secondment situation

IT secondment

Technical secondment

Finance and HR

Project secondment

Intercompany secondment

Long-term commitment

Common mistakes in secondment agreements

What is a secondment agreement?

Who is the employer in the case of secondment?

Who is responsible for working conditions?

Is the hirer allowed to take over the employee?

Can MKB Juristen review an existing secondment agreement?

Contact us

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