Except for the right to remuneration (where they may instead be on SMP), an employee on maternity leave is entitled to the benefit of the terms and conditions of employment that would have applied to her had she not been absent. This will include the provision of benefits such as accrual of annual leave, medical insurance, and the use of a company car. The employee’s continuance of service will also continue to accrue throughout this period and she would be eligible for any pay rises that would have occurred during this time. An employee should also be notified of any vacancies which arise during her maternity leave to avoid any claims of discrimination. Likewise, an employee is still bound by their terms and conditions of employment whilst on maternity leave, except those that are inconsistent with being on maternity leave such as the requirement to attend the office. Bonuses may be payable to employees on maternity leave and employers may face claims for discrimination and/or equal pay if they fail to pay a bonus that is properly due to the employee. An employer is under a duty to remain in touch with their employees on maternity leave, including the provision of ‘Keeping in touch’ (KIT) days as well as a requirement to make ‘reasonable contact’ which is set out in the maternity regulations. Up to 10 KIT days can be taken. These enable the employee to provide work for the employer, but they do not bring the maternity leave period to an end. KIT days enable an employee to work, stay in touch with the business and to be paid at a rate agreed (usually at the employee’s full rate).