How Employers Can Effectively Use Keeping In Touch Days (KIT)


Keeping in touch (KIT) days are a valuable tool that helps maintain engagement with employees who are on maternity, paternity, adoption, or shared parental leave.

Objectives of KIT Days

The primary aim of offering KIT days is to facilitate a smooth transition for employees returning from leave. KIT days enable employees to stay connected with their colleagues, update their skills, participate in important meetings, and keep abreast of any changes in the workplace. This engagement can help reduce the sense of isolation that some employees might feel during extended periods away from work.

Regulations and Limitations

Legally, employees on maternity or adoption leave can work up to 10 KIT days, whereas those on shared parental leave can use up to 20 shared parental leave in touch (SPLIT) days, without this affecting their statutory leave or pay entitlements. It’s important to communicate clearly that participation in KIT days is entirely voluntary.

Planning and Agreement

It’s best that KIT days are planned and agreed upon in advance. Discussions should cover which tasks will be undertaken, the location of work (onsite or remote), and the hours expected.


Employees who participate in KIT days must be paid. The pay can be for the specific hours worked and should be agreed upon before the KIT day. It’s essential to determine whether this pay will be in addition to their maternity, paternity, or adoption pay, or if it will be integrated. Ensuring transparency will avoid any potential misunderstandings.

Maximising Effectiveness

To maximise the effectiveness of KIT days, consider scheduling these days around team meetings, training sessions, or key project updates. This strategic timing ensures that the employee can gain the most value from their time spent at work, enhancing both their knowledge and their sense of inclusion within the team.

Feedback and Communication

After each KIT day, it can be helpful to have a debriefing session where feedback from the employee is welcomed. This feedback can provide insights into additional support the employee might need upon their return and help in further improving the KIT day experience for future instances.

Documentation and HR Policies

From an HR perspective, it is advisable to document all agreements regarding KIT days and include detailed policies in employee handbooks. Clear policies help manage expectations and provide a reference point should any disputes arise.

    Using KIT days effectively reflects your organisation’s commitment to supporting your employees through significant life events and transitions, thus fostering a supportive and inclusive workplace culture. As employers, being proactive and thoughtful about these opportunities can lead to enhanced employee satisfaction and retention, ultimately benefiting the company as a whole.

    For support in managing KIT days for your organisation, please get in touch.

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