keeping in touch

Have you used your Keeping In Touch days?

Keeping in Touch Days are a great trade secret. Have you heard of them? Don’t worry, as most women we speak to haven’t. Keeping in Touch days are seriously an incredible benefit to access. They provide an extra boost to your bank account whilst retaining your networks in the workplace and keeping your toes in the water.

In a nutshell, Keeping in Touch days are little-known but valuable days allow you to go back to work for a few days (up to 10) and get paid for it.

They are paid at the employee’s usual rate of pay and are designed to assist you to keep in touch and facilitate a return to work.

So why don’t women use these? Most probably find it too hard to organise or think about, and they struggle to have the conversation with their manager.

There are some rules, so let’s cover these first:

  • The purpose of these days is to facilitate a return to employment.
  • Both the employee and employer consent to the employee working for the employer on that day.
  • The day is not within 14 days after the birth of the child (if the employee requests) or 42 days (if the employer requests.)
  • An employee on unpaid parental leave gets 10 keeping in touch days. This doesn’t affect their unpaid parental leave entitlement. Important to note: If an employee takes more than 10 Keeping in Touch days before the end of their Paid Parental Leave period, their Parental Leave Pay will stop.
  • An employee on paid parental leave from their employer cannot access this at the same time. 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.

Example: Payment for a Keeping in Touch day to assist with a return to work

Georgia has taken 12 months unpaid leave to look after her newly-adopted son. During this time, her workplace gets a new computer system and everyone needs training in how to use it.

To help Georgia’s transition back into work after her leave, her manager Alex asks if she’d like to come in for a Keeping in Touch day. This means Georgia can do the training with everyone else. Georgia agrees and is paid her normal wage for coming to work.

To practise her new skills, she asks Alex if she can come in for a keeping in touch day once a month for six months. Alex agrees. (Source: Fair Work Ombudsman)

Keeping in Touch days are a fantastic opportunity to refresh your skills, transition back into the workplace, become familiar with new or updated processes, and be involved in forward planning discussions or meetings that may affect your role.

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.
  • To attend a conference.
  • You may want to have a regular informal catch-up with your manager or team.
  • Or you may just wish to have some time in the office and attend a few meetings.

What’s not considered a Keeping in Touch day is anything socially related. This includes:

  • Visiting colleagues socially at work.
  • Participating in social events, or
  • Undertaking other unpaid activities at work, such as accessing emails while on a social visit to the workplace.

Now, you don’t need to take it all at once. Keeping in Touch days can be worked:

  • As a part day.
  • One day at a time.
  • A few days at a time, or
  • All at once.

How to access:

You will be paid your normal salary for each Keeping in Touch day or part day. Importantly, you do not need to work a full day for it to be considered. The government is not responsible for making these payments and instead, it is the responsibility of your employer. To utilise these days, contact your employer. We also strongly recommend both you and your employer record the agreed arrangements in place before the keeping in touch activity occurs.

Further information visit Fair Work Ombudsman

This article was originally authored and published by Circle In.

LOGO Circle In

Kate Pollard and Jodi Geddes are Co-founders of Circle In. Circle In supports working mothers through their parental leave and return to work journeys, with a range of online materials, resources and real stories. In addition, they work with like-minded employers to develop best practice parental leave programs.





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Posted by Jade Collins - Femeconomy Director

Jade Collins has 20 years’ global experience in corporate executive Human Resources and management consulting roles in the Mining, Energy and Aerospace industries, leading large scale, complex multi-million-dollar change management programs. Jade finds the combination of her HR, Psychology and MBA qualifications and her leadership experience is invaluable for increasing gender equality in leadership across industries. Jade was a member of the Queensland Government's Strategic Advisory Group for the Toward Gender Parity: Women on Boards Initiative and the 2019 CQU Alumni of the Year for Social Impact for her work with Femeconomy.