During any period of SPL, a department may make reasonable contact with an employee and, in the same way, an employee may make contact with their department. What constitutes "reasonable" contact will vary according to the circumstances and should be discussed before a period of SPL begins. The frequency and nature of the contact will depend on a number of factors such as: the nature of the work and the employee's post; any agreement that the department and employee might have reached before SPL began about contact; and whether either party needs to communicate important information to the other, such as news of changes at the workplace that might affect the employee on his/her return.
The contact between department and employee can be made in any way that best suits them. For example, it could be by telephone, email, letter, the employee making a visit to the workplace, or in other ways.
Departments should note that they must, in any event, keep the employee up to date with any information relating to their job that they would normally be made aware of if they were working.
Departments and their employees will often find it helpful, before SPL starts, to discuss arrangements for staying in touch with each other. This might include agreements on the way in which contact will happen, how often, and who will initiate the contact. It might also cover the reasons for making contact and the types of things that might be discussed.
