Responsibility and compensation clauses in a secondment agreement are important provisions, but not enough thought is given to how they are structured and formulated. A common mistake is to include liability and compensation provisions, which are appropriate for a service agreement but totally unsuited to a secondment agreement. This can happen when the author misundersted the nature of a detachment and how it differs, in some way, from a service agreement. In the case of a service contract, the taker pays for the provision of a service. The service provider is generally fully responsible for the delivery of the service, including the control of its staff and the control that the work is carried out to an appropriate standard and within an agreed schedule. A service contract often contains provisions that entrust responsibility for the work to the service provider, including protection benefits from the negligence of the claimant`s staff in the performance of work or injuries in the workplace. Once the detachment agreement is received, the trusted source is responsible for authenticating the signatures on paper request before being forwarded by the services to the payroll centre, including: Employees are responsible for signing the secondment agreement. Since expat packages “often include valuable benefits such as private tuition, round trips and accommodation that would not be available to a local recruit, it is useful to include in the agreement a date after the expat switches to local conditions or returns home,” Harrop suggested. Sarah Harrop, a lawyer for Addleshaw Goddard in London, said, “It is important to indicate how long the detachment will last, what will happen at the end of the detachment and what will happen if the detachment ends prematurely.” In addition, the agreements should provide for all additional benefits or payments that the expatriate receives in connection with the detachment. Employers must ensure that their interests are protected when structuring a detachment. Mr. Muldowney stated that employers should document the secondment agreement and have two secondment agreements: one between the host organization and the employer in the country of origin, the other between the employer and the worker in his or her home country.