Test Owner
Keeping in Touch (KIT) days are a valuable but often underused tool during maternity, or adoption, leave. Used well, KIT days help maintain connection without pressure, support a confident return to work, and reinforce that stepping away does not mean being forgotten.
This is not just a theory – it is an approach we actively use within our own company.
Why KIT days matter
When viewing maternity leave as part of a longer career journey rather than a pause on progression, businesses are better placed to:
- Retain experienced talent
- Maintain professional relationships
- Reduce anxiety around returning to work
- Make re-entry smoother for both the individual and the organisation
What can KIT days be used for?
KIT days are flexible and can include any work that would normally form part of the employee’s role.
- Key team or business updates
- Training or professional development
- Strategy, planning, or project discussions
- Structured handover or return-to-work conversations
- Informal re-engagement before a formal return
Pay and impact on maternity leave
- KIT days must be paid, with pay arrangements agreed in advance
- Many employers pay the employee’s normal daily rate, offset against maternity pay if applicable
- Working a KIT day does not end maternity leave, although exceeding 10 KIT days will automatically end maternity leave entitlement
- Any amount of work carried out counts as one full KIT day, even if this is only for a short meeting or training session
- Clarity here is essential to avoid confusion or unintended consequences.
How businesses should approach KIT days
The effectiveness of KIT days depends less on policy wording and more on how they are introduced and managed.
Good practice includes:
- Raising the option early, but without pressure
- Allowing the employee to lead on whether and how KIT days are used
- Agreeing purpose, timing, and pay clearly in advance
- Ensuring managers understand both flexibility and boundaries
- Keeping accurate records of days taken
- Handled well, KIT days can significantly increase the engagement post-maternity leave.
Why this matters for retention
- Many post-maternity departures are not driven by dissatisfaction with the role itself, but by how supported individuals feel during leave and upon return.
- Organisations that use KIT days well often see:
- Smoother and more confident returns to work
- Faster re-integration into teams
- Higher engagement after return
- Improved long-term retention
These outcomes are why we have embedded KIT days into our own people practices, rather than treating them as a tick-box exercise.
A cultural issue, not just a policy
No policy works in isolation. For KIT days to deliver real value, they must be supported by the right management approach and culture.
That means:
- Respecting choice and boundaries
- Training managers to handle KIT days appropriately
- Avoiding any expectation of ongoing involvement
- Viewing maternity leave as part of a long-term career, not a disruption
Final thoughts
KIT days are a small intervention, but they can have a disproportionate impact on retention when used well. By prioritising choice, clear boundaries, and good management, businesses can support confident returns to work and protect long-term capability — without undermining the purpose of maternity leave.
January often gets all the attention when it comes to making changes, but November is a quiet contender. With less competition in the market compared to January, and companies keen to complete hires before year-end budgets close, it’s a wise time to act. For employers, this means new starters can be onboarded and ready with boots on the ground at the start of the new year. For candidates, it’s a change to get ahead of the curve before the January rush.
Why it matters for employers
Instead of the influx of jobseekers that make a career-change one of their New Year resolutions, you can access proactive candidates now. Recruiting in November allows time for notice periods, so new hires can settle in and be ready to hit the ground running in 2026. This avoids the slowdown that often comes with trying to hire in January.
Why it matters for candidates
Applying now gives your CV more visibility, with fewer competitors in the running. It’s the perfect time to refresh your professional profile, connect with recruiters, and line up opportunities so you’re prepared for the year ahead.
Actionable points for Employers;
- Review workforce requirements now, rather than delaying until January
- Take advantage of a quieter market to secure strong candidates
- Use November for forward planning – team gaps, seasonal demands and 2026 project pipelines
Actionable points for Candidates:
- Refresh your CV and LinkedIn profile now
- Reach out to recruiters and expand your network before the Christmas downtime
- Set your career goals for 2026 and target roles that align
Get in touch with us for support with CVs, job searches, or any recruitment needs!
Justin P. Client
We have had the pleasure of working with Julie and Rae to support our recruitment efforts within a highly active fabrication and welding department. Their thorough understanding of our staffing needs, combined with their dedication to sourcing high-quality candidates, has resulted in consistently successful placements. Their professionalism and proactive approach have added real value to our operation, and we would not hesitate to recommend their services to other organisations seeking reliable recruitment support.
Robert B, Candidate
FIVE very gold stars right outa the box...
The M&W team was helpful and rapidly assisted me in securing permanent work with an engineering firm...
Everything was handled effectively and efficiently.
Truly a service with a smile and an encouraging attitude presented by all staff..
Highly recommended for serious punters.
Best agency I've experienced in years.
Ant K. Client
Julie, and Rae were extremely helpful during our recruitment process. They visited both of your showrooms to get a personal feel for the environment, to assist in their search for our next candidate. We had a great selection of candidates, who were thoroughly vetted and were more than compatible with our criteria.
I would highly recommend Mumford & Worrall, purely due to their professionalism and consistent communication.
Here’s why catering in this industry could be your next great career move:
1. Be at the Heart of the Action
TV and film sets are full of long hours, tight deadlines, and demanding schedules. A hot meal or a fresh coffee at just the right moment can make all the difference. As part of the catering team, you’re not just feeding people — you’re keeping the entire production moving. You become a vital part of the on-set ecosystem.
2. Work That’s Never Boring
Each production is different — new locations, new crews, new creative environments. One day you're serving breakfast on a windswept clifftop, the next it's lunch in a bustling city studio. You’ll rarely work the same job twice, which means there’s always something new to experience and learn.
3. Be Part of Something Bigger
It might be called "catering," but your role reaches far beyond food. You’re creating a welcoming space for cast and crew to take a break, reset, and feel looked after. Especially on big productions, your presence helps shape the day’s energy — and the mood on set. You’re contributing to the success of every scene, every take.
4. Opportunities to Grow
The demand for catering in film and TV is growing rapidly — especially with the surge in streaming productions. Whether you start as a kitchen hand, chef, or catering assistant, there’s room to grow into head chef or production catering coordinator roles. With experience, many go on to run their own units or catering companies within the industry.
5. A Strong, Supportive Community
Catering teams on set often develop a tight-knit bond. The work is intense, but the camaraderie is real. You’ll meet people from all walks of life, many of whom stay in the industry for years — not just because of the work, but because of the people. And yes, you’ll probably end up with a few great behind-the-scenes stories, too.
6. Showcase Your Skills in a Creative Setting
If you love food, enjoy working under pressure, and thrive in a high-energy environment, this is your chance to shine. TV and film catering isn’t just about getting meals out on time — it’s about being efficient, adaptable, and proud of what you serve, even when you’re in the middle of a field at 6am.
In Summary:
Catering in the TV and film industry is a unique career that blends culinary skills with the buzz of production life. It’s fast, fun, and full of potential — and it’s one of the few hospitality paths where you can genuinely say you’re feeding the stars while helping make the magic happen.
So if you’re looking for a role where every day is different, your work truly matters, and the industry keeps growing, film & TV catering might just be the perfect fit.
Sam M. Candidate
Rae and Julie… lovely people! Helped me get the job I was seeking very smoothly and Rae was great, so polite and genuinely cares… she called outside of working hours to congratulate me, and helped soo much with the application and tailoring my CV!
The journey to finding the perfect job can sometimes feel like a marathon rather than a sprint. Staying motivated during a lengthy job search can be challenging, but with the right mindset and strategies, you can maintain your enthusiasm and increase your chances of success. Here are some practical tips and advice to keep you motivated throughout your job search.
Set Realistic Goals
One of the most effective ways to stay motivated is to set realistic and achievable goals. Break down your job search into manageable tasks, such as updating your resume, networking, applying for a certain number of jobs each week, and preparing for interviews. By setting and achieving these smaller goals, you'll create a sense of accomplishment and progress, which will keep you motivated.
Create a Structured Schedule
Treat your job search like a job itself by creating a structured schedule. Designate specific times each day for job-related activities, such as searching for job listings, sending applications, networking, and improving your skills. This structure will help you stay organised and focused, preventing you from feeling overwhelmed.
Network, Network, Network
Networking is a crucial aspect of job searching. Reach out to former colleagues, friends, family, and industry connections to let them know you're looking for new opportunities. Attend industry events, webinars, and workshops to expand your network and increase your chances of finding job leads. Networking can also provide emotional support and encouragement during your job search.
Take Advantage of the Best Days and Times
Timing can play a significant role in the effectiveness of your job search. Research shows that the best days to search for job listings are Mondays and Tuesdays, as many companies post new openings at the beginning of the week. Similarly, the best times to send applications are early in the morning or late in the evening, as your email is more likely to be seen and read by hiring managers.
Keep Improving Your Skills
Use your job search period as an opportunity to enhance your skills and knowledge. Take online courses, earn certifications, and attend workshops related to your field. Not only will this make you more marketable to potential employers, but it will also give you a sense of purpose and progress, keeping you motivated.
Stay Positive and Practice Self-Care
Maintaining a positive mindset is crucial during a lengthy job search. Remind yourself of your strengths, accomplishments, and the value you can bring to a new role. Practice self-care by taking breaks, exercising, eating well, and getting enough sleep. Engage in activities that bring you joy and relaxation to prevent burnout and keep your spirits high.
Celebrate Small Wins
Acknowledging and celebrating small wins along the way can boost your motivation. Whether it's getting a response to an application, securing an interview, or making a new professional connection, take the time to recognize and celebrate these achievements. They are steps in the right direction and evidence of your hard work and dedication.
Seek Support and Stay Connected
Don't hesitate to seek support from friends, family, or even professional career coaches. Talking about your job search challenges and successes with others can provide valuable insights, encouragement, and motivation. Staying connected with others will remind you that you're not alone in this journey.
Stay Consistent and Persistent
Consistency and persistence are key to a successful job search. Even when you face rejections or setbacks, continue to apply for jobs, network, and improve your skills. Remember that each application brings you one step closer to your goal, and your dedication will eventually pay off.
By following these practical tips and advice, you can stay motivated and focused during your job search. Remember that the right opportunity is out there, and with perseverance and a positive attitude, you'll find the job that's perfect for you. Good luck!
In today's rapidly evolving work environment, companies are increasingly exploring innovative ways to enhance productivity, employee satisfaction, and retention. One such approach is job sharing, a flexible working arrangement where two employees share the responsibilities of a single full-time role. At Mumford & Worrall, we recently trialled this concept and have witnessed firsthand the myriad benefits it offers to both employers and employees.
Enhanced Productivity and Innovation
One of the most significant advantages of job sharing is the increased productivity it fosters. When two employees bring their diverse skills, ideas, and perspectives to a single role, it creates a dynamic environment where innovation thrives. The adage "two heads are better than one" holds true, as collaborative problem-solving often leads to more efficient and creative solutions. This synergy can drive the company forward, allowing it to stay competitive in a fast-paced market.
Improved Employee Satisfaction and Retention
Job sharing can significantly enhance employee satisfaction and work-life balance. By allowing employees to work part-time while sharing a full-time role, businesses can attract and retain a broader pool of talent. This includes individuals who may have personal or family responsibilities that prevent them from committing to full-time positions. The flexibility offered by job sharing enables these employees to maintain a healthy balance between their professional and personal lives, leading to lower absenteeism and higher retention rates.
Better Coverage and Reduced Absences
With job sharing, businesses benefit from better coverage and reduced absences. When two people share a role, they can support each other during times of need, ensuring continuous workflow and minimal disruption. If one partner is absent, the other can seamlessly take over, maintaining consistency in operations. This arrangement reduces the likelihood of downtime and ensures that the company's objectives are consistently met.
Efficient Training and Continuity
Another notable benefit of job sharing is the efficiency it brings to training and continuity. If one of the individuals in a job share arrangement decides to leave the company, the other can take on the role of training the new partner. This ensures that there is always someone familiar with the responsibilities, reducing the time and resources required for onboarding. The continuity provided by job sharing ensures that business operations remain smooth even during transitions.
Case Study: Mumford & Worrall
At Mumford & Worrall, we recently implemented a job-sharing arrangement for a full-time role, dividing the responsibilities between two employees. The results have been overwhelmingly positive. Not only have we seen increased productivity and innovation, but our employees have also reported higher levels of job satisfaction and work-life balance. This trial has demonstrated that job sharing is a viable and effective solution for modern workplaces.
In conclusion, job sharing offers numerous benefits for both employers and employees. It enhances productivity, fosters innovation, improves employee satisfaction and retention, provides better coverage, and ensures continuity. As businesses strive to adapt to the changing needs of the workforce, job sharing stands out as a practical and beneficial strategy that can drive success in the long term. At Mumford & Worrall, our experience with job sharing has been a testament to its potential, and we look forward to exploring more flexible working arrangements in the future.
Studies show that 2025 is going to be all about progress over perfection. Taking action and learning on the fly is going to be more valuable than continued analysis and planning, say our experts and clients.
Statistics- 60% of organisations have struggled to hire in the last 12 months, with matching salary expectations cited by 49% as a main reason, meanwhile 48% of companies have struggled to find the right skills.
Customer Service and personalisation: Recruitment is no longer a transactional process — it’s an experience. Candidates today expect a seamless, tailored journey that reflects their preferences and career aspirations. From personalized career sites to hyper-targeted email campaigns, organizations are leveraging AI to create unique journeys that resonate and convert job seekers into applicants.
Social media: (On brand content.)
In the age of social media and video-driven engagement, a strong employer brand is non-negotiable. Candidates want to see more than just job descriptions — they’re looking for insight into your company culture, values, and employee experiences. Video content, in particular, has emerged as a powerful medium to tell your story and connect with potential hires.
Recruitment aims for 2025.
Looking ahead- nurturing a future- focused mindset
- Pre-empting future skills needs and jobs market changes
- Driving innovation in recruitment
- Harnessing new technology
Looking out- delivering new services and forging a new identity.
- Taking a lead on strategic workforce planning.
- Building new relationships based on value and customer service excellence
- Making change happen on inclusion.
Looking in- build future skills and leadership to take the industry forward.
- Building a new generation of industry leaders
- Reviewing the evolving role of recruiters.
- Investing in the future skills of recruiters
Looking to make a difference- becoming future job ambassadors.
- Building the bridge between education and work
- Being a voice for change an employment and labour market policies
- Promoting the good recruitment message.
Importance of a focused mindset.
There is an increasing recognition amongst recruiters of the need to be aware of the changing shape of the UK’s jobs market- including automation, demographics, changing candidate expectations, and evolving business needs.
Future-focused – practical steps recruiters are taking 1. Building internal project teams to scope potential developments 2. Hosting ‘future of jobs’ events for clients 3. Tapping into the work of trade associations to pre-empt developments in specific sectors 4. Attending external events and reviewing latest research 5. Analysing trends and developments in other countries (for example North America) 6. Reviewing regional industrial strategy plans to pre-empt where future jobs are most likely to be created 7. Ramping up longer-term business planning activities.
Workforce planning- ready for the year ahead.
Asking the right questions:
- What is the current profile of our workforce? Do we hold the right data?
- What succession plans are in place?
- What are our current employee skill sets and where are the gaps?
- Are there any regulatory changes that we need to factor in?
- What technological changes might have an impact?
- What are our current pay levels? How do they compare with the market?
- How can we best prepare for different post-Brexit scenarios?
Importance of building client relationships:
Over half of all firms fear that there will not be enough people available with the skills needed to fill their high-skilled jobs, and candidate availability has declined month-on-month since June 2013 according to Report on Jobs.10 Latest data shows that many sectors, particularly healthcare, social care, construction and finance, continue to struggle to find the right candidates for roles, both in permanent and temporary positions. This is the backdrop against which recruiters can build different working relationships with clients.
In addition to playing a role in strategic workforce planning, recruiters will increasingly be called to provide genuine consultative advice to clients on a range of practical challenges. For example, four in ten employers admit that the interviewing and assessment skills of their staff should be improved.
Investing in future skills:
Attracting new people into the industry is one thing; providing development opportunities so that people remain within it is another. Businesses across all sectors are investing in skills (more than £45 billion a year), with well over half of all employees (63 per cent) receiving some training during the course of a year.
