What Are the Rules for Keeping in Touch Days in Australia?
Returning to work after parental leave can feel like a big leap, but "keeping in touch days" are designed to ease that transition. In Australia, these days allow employees on paid or unpaid parental leave to stay connected with their workplace without losing entitlements. Understanding how and when to use these days can make your return to work smoother and less stressful.
What Are Keeping in Touch Days?
Keeping in touch days give employees the chance to engage with their work for up to 10 days during their parental leave. These days are optional and must be agreed upon by both the employee and the employer. The purpose is to help employees maintain workplace connections, stay updated on changes, and keep their skills current. This can make the return to regular work more seamless after an extended leave.
When Can Keeping in Touch Days Be Used?
Keeping in touch days can only begin 42 days after the birth or adoption of a child. However, if the employee and employer agree, this period can be shortened to 14 days. Employees can spread their keeping in touch days over several months, use them consecutively, or even just work a few hours at a time. Regardless of how they’re used, the total must not exceed 10 days.
If an employee extends their parental leave beyond 52 weeks, they are entitled to an additional 10 keeping in touch days. These can help employees ease back into the workplace even after an extended leave.
What Can You Do on Keeping in Touch Days?
Not all work activities qualify for keeping in touch days. The tasks performed must be aimed at helping the employee transition back into their role. Accepted activities include:
- Attending training or conferences
- Participating in planning days
- Learning new processes or systems
- Refreshing job skills
- Meeting with the team to stay updated
Activities that go beyond these purposes, such as covering for an absent employee or resuming regular work, will be considered a full return to work and may affect your parental leave entitlements.
Important Rules to Remember
- Keeping in touch days must be mutually agreed upon between the employee and employer.
- Work performed on these days must serve the purpose of helping the employee stay engaged and updated in their role.
- Employees cannot access keeping in touch days in the first two weeks following the birth or adoption.
- Using these days does not affect your unpaid parental leave entitlements, and employees will be paid their regular wage for any work performed.
It’s important to have the agreement in writing to avoid misunderstandings and ensure that the employer does not mistakenly notify Services Australia that you’ve returned to work.
Payment and Entitlements for Keeping in Touch Days
For every keeping in touch day worked, employees will receive their normal wage and accumulate leave entitlements. Even if only a few hours are worked, it will count as one of the 10 keeping in touch days. These days also do not affect your right to unpaid parental leave.
Navigating the Fine Line of Keeping in Touch Days
Keeping in touch days offer a flexible way for parents to stay connected with work without fully returning to their roles. By understanding the rules around these days, you can make the most of them, ensuring a smooth transition back to work while maintaining your parental leave rights.
If you’re unsure about the details or feel pressured to take on more than agreed, consider speaking with your union to ensure your rights are being upheld.
