Keeping in Touch (KIT) days are a special provision in UK maternity leave that allow new parents to work a limited number of days during their leave without breaking the leave or losing maternity pay. These days help employees stay connected with their workplace and ease the transition back to work in an empowering and flexible way. Below, we explain what KIT days are, how they work, and answer common questions about pay and practical arrangements, all in the context of UK regulations and best practices.
What are KIT days?
KIT days, short for “Keeping in Touch” days, are optional workdays during maternity or adoption leave that do not end the leave or affect the employee’s statutory maternity pay (SMP). UK law permits an employee on maternity leave to work up to 10 KIT days during her leave period. These days are intended to help the employee maintain a link with the workplace, for example by attending training, team meetings, or even doing some work on a project, without officially returning to work early. Importantly, taking a KIT day does not extend the overall maternity leave; it simply lets the employee do a limited amount of work during the leave.
Key features of KIT days:
Completely optional
KIT days are voluntary for both the employee and the employer. There is no obligation for an employer to offer them, and no requirement for an employee to take them. They must be mutually agreed in advance. This ensures a user-centric approach: KIT days should only happen by mutual consent in a way that benefits both parties.
Maximum of 10 days
An employee can work up to 10 KIT days during maternity or adoption leave (the allowance is 20 days for those on Shared Parental Leave, called “SPLIT days”). It doesn’t matter if she usually works full-time or part-time; the limit is 10 calendar days in either case. These days do not have to be taken consecutively; they can be spread out in any arrangement that suits. Many parents use KIT days to gradually ease back into work, for example by working a couple of days per week towards the end of the leave period.
Not during the first 2 weeks
KIT days cannot be used during the compulsory maternity leave period, which is the first 2 weeks after childbirth (extended to 4 weeks for factory or manual workers). UK law mandates that new mothers take those first weeks off work completely for recovery and bonding. After that compulsory period, KIT days can be arranged at any time up until the end of maternity leave.
Any amount of work counts as a full day
A KIT “day” can be a full day or just a part of a day. Any work done on a day uses up one KIT day from the 10-day allowance. For example, if an employee comes in for a 2-hour training session, it will count as one of her KIT days, the same as if she had worked a full normal workday. Each calendar day on which any work is done is one KIT day used.
Leave and pay protection
Using KIT days does not terminate or curtail maternity leave, nor does it stop SMP for that period. However, if the employee exceeds the 10-day limit, her maternity leave and SMP will automatically end by law once she goes over the limit.
Agreed type of work
The kind of work to be done on a KIT day should be agreed beforehand between the employee and employer. Commonly, KIT days are used for activities like attending important meetings, training sessions, planning discussions, or catching up on projects that occurred during leave. General check-ins or social visits do not count as a KIT day because no actual work is done. Employers can maintain “reasonable contact” with an employee on maternity leave, such as periodic emails or phone calls to keep her informed of workplace news, without it being considered a KIT day.
In summary, KIT days are designed to be a flexible, empowering tool for keeping in touch. They let employees dip their toes back into work life during maternity leave on their own terms, while employers get the benefit of the employee’s contributions and a smoother reintegration later.
Benefits of KIT days for employers and employees
KIT days come with clear advantages, aligning with an innovative and people-centric approach to HR. They are often described as a “win-win” for both the employee and the employer.
For employees (new parents): KIT days help reduce the anxiety of returning to work after a long break. By staying in touch with their team and projects, employees can keep their skills fresh and remain in the loop on workplace developments. This can make the eventual return to work much less overwhelming.
For employers: Offering KIT days can improve employee retention and morale. It sends a message that the company is supportive and values the employee’s ongoing contribution. Employers benefit from the ability to include the employee in critical trainings or updates, ensuring that when she returns, there is less of a knowledge gap or need for extensive re-training. It also helps in business continuity.
Employers and HR managers should note that encouraging use of KIT days (without pressuring) can foster goodwill. An innovative HR policy might even outline suggested uses for KIT days, such as attending quarterly meetings or optional training workshops.
Do KIT days have to be full days?
No. KIT days do not have to be full working days in terms of hours; an employee can come in for just a meeting or a few hours of work. However, any amount of work counts as one whole KIT day against the 10-day limit. For example, if she attends a 3-hour training session on a given day, that is considered one KIT day.
From a practical standpoint, since you can’t split KIT days into smaller units, it’s wise to plan them efficiently. Both the employer and employee may want to make the most of each KIT day by bundling activities into one visit.
It’s also perfectly acceptable for KIT days to be full days of work if that’s what the employee is comfortable with. Some employees choose to work a full normal shift for each KIT day, while others prefer shorter hours. The key is flexibility.
Remember:
Using less than a full day doesn’t preserve your KIT day allowance. You cannot, for example, work 20 half-days and claim it’s only 10 KIT days. Ten days is the maximum, whether they are full or partial days. So, plan the timing of KIT work carefully to fit in what’s important. If in doubt, an HR manager should clarify to the employee that once she undertakes any work on a given day, that day is considered “used up” as a KIT day.