Benefits Policies

Last updated 7 October 2026

Purpose

At Kickass Online Limited (“KO”), we are committed to the wellbeing and overall happiness of our team. This policy sets out the statutory entitlements all employees hold as a matter of UK law, followed by the enhanced contractual benefits KO provides on top of those minimums.

Statutory entitlements are a legal floor and cannot be waived or reduced. Contractual benefits are provided at KO’s discretion and may be amended with reasonable notice.

Eligibility

All full-time employees are eligible for KO’s contractual benefits. Part-time employees are eligible on a pro-rata basis where applicable. Statutory entitlements apply to all employees regardless of hours or contract type, subject to the qualifying criteria set by the relevant legislation.

The following rights are provided by UK law. They apply regardless of any contractual benefits KO offers.

1. Annual Leave

• All full-time employees are entitled to 28 days of paid annual leave per year (including bank holidays), under the Working Time Regulations 1998, equivalent to 5.6 weeks.
• Part-time employees receive a pro-rata entitlement calculated on the same basis.
• Employees who cannot take leave due to long-term sickness or statutory family leave retain the right to carry over untaken statutory leave, as required by the Working Time (Amendment) Regulations 2023.

2. Statutory Sick Pay (SSP)

• Eligible employees are entitled to SSP from the fourth qualifying day of sickness, under the Social Security Contributions and Benefits Act 1992.
• SSP is payable for a maximum of 28 weeks. Full details are in the Sickness and Absence Policy.
• KO’s enhanced sick pay provisions (if applicable) are set out in the individual contract of employment.

3. Family-Friendly Leave

• Maternity Leave: Up to 52 weeks (26 weeks Ordinary + 26 weeks Additional), with Statutory Maternity Pay (SMP) payable for up to 39 weeks to eligible employees, Maternity and Parental Leave etc. Regulations 1999.
• Paternity Leave: 1 or 2 consecutive weeks of paid leave, with Statutory Paternity Pay (SPP) for eligible employees, Paternity and Adoption Leave Regulations 2002.
• Adoption Leave: Equivalent rights to maternity leave for eligible employees adopting a child.
• Shared Parental Leave (SPL): Eligible couples may share up to 50 weeks of leave and up to 37 weeks of Statutory Shared Parental Pay following birth or adoption.
• Parental Leave: Up to 18 weeks of unpaid parental leave per child (up to the child’s 18th birthday), available after one year’s service.
• Time off for Dependants: A reasonable amount of unpaid time off to deal with emergencies involving a dependant.

4. Right to Request Flexible Working

• All employees may request flexible working from their first day of employment, under the Employment Relations (Flexible Working) Act 2023 (effective 6 April 2024).
• Employees may make up to 2 requests in any rolling 12-month period.
• KO will respond within 2 months (including any appeal) and may only refuse on one of the 8 statutory grounds under the Employment Rights Act 1996, s.80G.

5. Workplace Pension (Auto-Enrolment)

• KO automatically enrols all eligible workers into a qualifying workplace pension scheme under the Pensions Act 2008.
• Statutory minimum contributions apply. Employees may opt out in accordance with the auto-enrolment regulations.
• KO’s enhanced pension contributions are described in Part B below.

6. DSE Eye Tests

• Under the Health and Safety (Display Screen Equipment) Regulations 1992, KO is legally required to fund an eye test for any employee who requests one as a DSE user, and to contribute to spectacles prescribed specifically for DSE work.
• This statutory right applies regardless of the enhanced reimbursement described in Part B.

7. Statutory Redundancy Pay

• Employees with two or more years’ continuous service are entitled to statutory redundancy pay if made redundant, calculated under the Employment Rights Act 1996.

8. National Minimum and Living Wage

• All employees are entitled to be paid at least the National Living Wage (for workers aged 21+) or National Minimum Wage (for younger workers), as set by the government and updated annually.

The following benefits are provided by KO above and beyond statutory requirements. They form part of the overall employment package and may be amended by KO with reasonable notice.

1. Eye Tests (Enhanced Reimbursement)

• In addition to the statutory DSE entitlement above, KO will reimburse the full cost of an annual eye test from a registered optician for all employees.
• Where spectacles are prescribed specifically and solely for DSE use, KO will make a reasonable contribution towards standard frames and lenses. Designer frames or lenses needed for general use are not covered.
• Submit the optician’s receipt to HR for reimbursement.

2. Gym Membership Subsidy

• KO offers a gym membership subsidy of up to £50 per month to encourage a healthy lifestyle.
• Provide evidence of membership and submit claims monthly through the expense claim form.

3. Mortgage and Financial Planning Advice

• Free professional mortgage and financial planning advice is available through a qualified independent financial adviser (IFA) arranged by KO.
• Contact HR to arrange an appointment. KO takes no responsibility for the outcome of individual financial decisions.

4. Life Insurance

• KO provides life insurance through MetLife, with premiums of up to £40 per month paid by KO.
• Nomination of beneficiary forms and full policy terms are available from HR.

5. Private Health Insurance

• KO offers private health insurance to eligible employees, covering consultations, treatments, and some forms of alternative therapy, subject to the insurer’s qualifying criteria.
• Full scheme details are available from HR.

6. Mental Health Support

• KO provides access to confidential counselling services and mental health support programmes.
• This service is entirely confidential, line managers are not informed of usage.
• Where an Employee Assistance Programme (EAP) is in place, access details are provided on induction and on the internal communications platform.

7. Flexible Working (Enhanced)

• Beyond the statutory right to request flexible working (Part A), KO actively supports flexible arrangements as a matter of culture, not just compliance.
• Speak to your line manager to discuss what arrangements may work for your role.

8. Professional Development

• KO will cover costs for relevant training courses, workshops, and professional certifications, subject to prior approval by the line manager.
• Where KO funds training of significant value, a training agreement (including a clawback clause for early leavers) may apply.
• Discuss development goals with your line manager during regular 1:1s and performance reviews.

9. Enhanced Pension Contributions

• Beyond the statutory auto-enrolment minimum, KO offers an enhanced pension scheme that matches employee contributions up to a specified percentage.
• Full details, including current contribution rates and the scheme provider, are in your contract of employment and the scheme documentation available from HR.
• KO strongly encourages participation to maximise this benefit.

Policy Review

This policy will be reviewed annually or whenever legislation changes.

Last reviewed: May 2026.

Disclaimer: This policy provides a summary of statutory and contractual entitlements. It does not constitute legal or financial advice. Employees with questions about their individual tax position should seek independent advice.