Keeping in touch KIT days help ease employees back into work, while staying informed on changes in the workplace and catching up with colleagues. During the period of paid parental leave , an employee can work for a total of 64 hours. They may work full days or part days, at a few hours at a time or do all 64 hours in a consecutive period.
Whether an employee works a full day or part day, they must be paid their normal working wage for the time worked. As an employer, it is courteous and often a legal requirement to keep in touch with staff on parental leave about developments in the workplace.
For example, promotion opportunities or changes to policies and procedures. By law, an employer must notify staff on parental leave about any major changes impacting their position or role in the workplace.
Employers and employees should talk about the kind of activities considered reasonable for keeping in touch days. This means giving them the opportunity to:. Activities not covered under KIT days include: visiting colleagues or attending social gatherings. You should, however, speak with your employer about accessing these once your paid parental leave stops.
If the employee extends their period of unpaid parental leave beyond 12 months, they can take an additional 10 days. There are many ways you can use your keeping in touch days: Perhaps your team is having an offsite planning day and you would like to attend.
You may want to do some training to get your skills updated before returning. You may wish to attend a conference. You may want to have a regular informal catch-up with your manager or team. You may just wish to have some time in the office and attend a few meetings. Anything socially related is not considered a keeping in touch day. This includes: Visiting colleagues socially at work.
Participating in social events. Undertaking other unpaid activities at work, such as accessing emails while on a social visit to the workplace. Keeping in touch days can be worked: As a part day. One day at a time. A few days at a time. You can find more information about rights for self-employed parents here. I returned to work early and stopped receiving Maternity Allowance but now need to take some more time off, can I go back onto Maternity Allowance?
Once your Maternity Allowance period has started, it continues to run in the background for up to 39 weeks even if you return to work employed and self- employed for a period and stop receiving it. You are entitled to claim Maternity Allowance for any full week in which you are absent from work during the Maternity Allowance period. For example, if you are off sick within the 39 week pay period you are entitled to claim Maternity Allowance and you should contact telephone Maternity Allowance claims on and ask to go back onto Maternity Allowance.
An employed mother who is claiming Maternity Allowance is not entitled to Statutory Shared Parental Pay but can give notice to take shared parental leave. This would allow you to take leave more flexibly than in one block of maternity leave, for example, if you need to return to work for a period.
This is a complicated area so it is a good idea to get specialist advice if you want to take SPL and claim Maternity Allowance in this way. For more information, see Shared parental leave and pay. A self-employed mother cannot qualify for shared parental leave or Statutory Shared Parental Pay so you can only claim Maternity Allowance for up to 39 weeks.
If you do some work and stop receiving. Maternity Allowance it continues to run in the background and you are entitled to receive it for any week in which you are absent from work. If you need to take more time off and you are still within your 39 week Maternity Allowance period you can telephone Maternity Allowance claims on and ask to go back onto Maternity Allowance.
You can find guidance on working during the maternity pay period here bear in mind that this guidance only relates to the 39 week SMP or Maternity Allowance period :. What can I do if my employer is treating me unfairly for refusing to work during my maternity, adoption or shared parental leave? They are optional and you should not be treated unfairly for being unable to work any KIT days or for refusing to work during your maternity, adoption or shared parental leave.
You are protected against unfair treatment and dismissal on the grounds of maternity, adoption and shared parental leave. If your employer does treat you unfairly you should talk to your employer informally to start with. You should get advice or talk to your union, if you have one. If you are dismissed or treated unfairly for working a KIT day or refusing to work a KIT day, you can bring a claim in an employment tribunal for detrimental treatment or unfair dismissal.
You must contact ACAS, within the time limit, before starting a tribunal claim, see below. What can I do if I have not been paid properly for working during my maternity, adoption or shared parental leave? If you were not paid correctly or at all for KIT days or were not paid the National Minimum Wage you can make a claim for loss of wages in an employment tribunal. In order to make a claim in an employment tribunal you must contact ACAS within three months, less one day, on 11 For more information, see Dealing with problems at work.
This information sheet was written in January It is very important to get up-to-date advice as law and guidance changes. This guide is for information purposes only and should not be treated as legal advice.
You are strongly advised to get personal legal advice about the individual circumstances of your case. For information on maternity and parental rights at work and benefits, see: www. For advice on employment rights or for Early Conciliation if you are thinking of making a tribunal claim. For information about your rights see: www.
You can get help with Universal Credit claims through the free national Help to Claim service: England: , Wales: , Scotland: If you are eligible for legal aid you can get free legal advice on 4 offers translation service. To check your eligibility see www.
Help and advice on discrimination and human rights www. For information and advice about discrimination law www. For information for employees and employers about pregnancy and maternity rights in the workplace see: www. To make new telephone benefit claims or request claim forms, including Maternity Allowance and Sure Start Maternity Grant: Mon — Fri 8am — 6pm.
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