While on parental leave you can choose (if your employer agrees) to perform work from time to time, for example, to attend a team day or change announcement as long as:
- you only do a total of 40 hours or less of paid work for your employer during your leave, and
- this work is not within the 28 days after your child was born.
If you do more than 40 hours or work within the 28 days after the birth of your child, then you’re considered to be back at work. This also means that you won’t be able to get any more parental leave payments, and any payments you received after you’re considered back at work are treated as an overpayment.
(These keeping in touch days don’t apply to paid work you perform during a period when you’re getting or are able to get a preterm baby payment. See the following information on extra keeping in touch days for primary carers of preterm babies.)
Extra keeping in touch days for primary carers of preterm babies
In addition to the above, if you are a primary carer getting a preterm baby payment, you may work on keeping in touch days during the preterm baby payment period for up to a total of 3 hours multiplied by the number of weeks that you receive the payment. This won’t be counted as you having stopped your parental leave.
If you work more than this, you are treated as having returned to work on the day after you did too many hours and any preterm baby payments you got for time after this day are treated as an overpayment.