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Becoming a new parent is an exciting but challenging time. Between adjusting to a new routine and caring for your baby, it’s easy to feel disconnected from work or worry about falling behind. You are not alone in feeling this way. Many new parents share similar concerns.
That’s where Keeping in Touch (KIT) days can help during your day of work. These optional workdays during maternity leave help you stay connected, ease your return, and remind you that you’re still a valued member.
What Are Keeping in Touch (KIT) Days?
Keeping in touch days offer new parents the opportunity to work for up to ten days during their unpaid parental leave, maternity leave, or adoption leave without losing their entitlements. This flexible arrangement allows parents to maintain a connection with their workplace, fostering a sense of community and support.
KIT days help ease the transition back to work by keeping new parents engaged and informed. According to UK payroll law, these days must be mutually agreed upon and paid correctly, complying with statutory maternity pay and minimum wage regulations.
Who Can Use KIT Days?
Parental Pay Works: Keeping in Touch (KIT) days are a game-changer for new parents, offering vital flexibility during maternity, adoption, and parental leave. Whether in an office or a factory, these days, ease the return-to-work process, support employees through significant life transitions, and ensure they can explore options, even while on unpaid leave.
Who Is Eligible for KIT Days During Maternity Leave?
All workers on maternity or statutory adoption pay leave can utilise Keeping in Touch (KIT) days, allowing them to engage with their workplace during the maternity leave period. These days can be taken at any time within the 52-week leave period, except immediately after childbirth or during the compulsory maternity leave period.
- Eligibility:
KIT days are only available to employees on full maternity or adoption leave (not paternity or other leave types), and they must be receiving full pay. - Usage Conditions:
KIT days must be used for essential work-related activities such as training or important meetings. - Shared Leave:
Employees on shared parental leave can also use KIT/SPT days. However, the total number of days used across both leave types must not exceed 20. - Day Limit and Counting Rules:
A maximum of 10 KIT days is allowed during the maternity or adoption leave period. This is confirmed in the table, which outlines that working for even a few hours still counts as a full day. Whether you work a full day or just half a day, it is treated as one KIT day. - Approval and Flexibility:
To use KIT days, both the employer and the employee must agree. Flexibility is also supported, as employees do not have to take all 10 days consecutively—they can spread them across the leave period as needed. - Equal Access:
Regardless of whether you are a full-time or part-time employee, you are entitled to the same 10 KIT days. These days offer a practical opportunity to remain engaged with your employer, attend training, or prepare for a return to work, without affecting your statutory maternity or adoption pay entitlements.
Regardless of whether you are a full-time or part-time employee, you have access to the same number of KIT days. They serve as a valuable tool for staying connected with your organisation and exploring alternative job options while on leave.
What Are the Restrictions and Exclusions?
While KIT days offer some flexibility, there are a few rules to follow. You cannot use KIT days during the first two weeks of compulsory maternity leave right after the birth of their child. If you are in a factory job, it is four weeks instead of two.
- KIT days do not make your total statutory maternity leave longer than 52 weeks.
- Both you and the organisation must agree each time you use a KIT day.
- If you work even just an hour on one KIT day, it still counts as a full KIT day.
Some jobs, especially in higher-risk areas, may require additional steps or specific rules under HMRC compliance checks. Clear communication with your employer helps ensure KIT days are used correctly, supporting flexibility while staying within legal maternity protections.
What Is the Difference Between KIT and SPLIT Days?
KIT days and SPLIT days serve distinct but connected purposes for new parents.
| Feature | KIT Days | SPLIT Days |
|---|---|---|
| Applicable Leave Type | Maternity or Adoption Leave | Shared Parental Leave |
| Total Days Allowed | 10 days | 20 days (per parent) |
| Eligibility | Only for employees on maternity/adoption leave | For employees on shared parental leave |
| Usage Purpose | Work-related activities (e.g., training, meetings) | Same – work-related activities during leave |
| When Can Be Used | During the 52-week leave period, except for compulsory leave | During the shared parental leave period |
| Payment | Must be paid for the work done; doesn’t affect leave entitlements | Paid for the work done; does not impact shared leave |
| Full/Half Day Count | Any work (even an hour) counts as one full KIT day | Same – partial work still counts as one SPLIT day |
| Agreement Requirement | It must be agreed upon by both the employee and the employer | Same – mutual agreement required |
| Can it Be Split Across Time? | Yes, days can be used non-consecutively | Yes, it can be spread across the SPL period |
What Types of Work Can You Do on KIT Days?
KIT (Keeping in Touch) days are not meant for routine day-to-day work. Instead, they allow you to ease back into your role while you’re still on maternity or adoption leave. The type of work you do during these days should relate to your usual job, as outlined in your employment contract, and must be agreed upon by both you and your employer.
Here are some examples of work that is typically permitted on KIT days, including working on specific projects:
1. Attending Training Sessions
You can join training courses or workshops to refresh your skills and stay updated with any changes in your field or workplace.
2. Participating in Meetings
You may take part in team meetings or discussions to stay informed about projects, changes, or developments in your department.
3. Completing Ongoing Projects
If you had any unfinished work or projects before going on leave, KIT days can be used to help wrap those up or support your team.
4. Exploring Alternative Job Roles
You may also use these days to explore or try out a different position within the same organisation, if suitable opportunities are available.
What Is the Process for Requesting and Approving KIT Days?
The way to ask for and okay KIT days requires open communication. Employees should initiate discussions with their boss or manager about their desired work arrangements during their time away. , especially considering the purpose of KIT days. Both the organisation and the employee must agree on the tasks involved, compensation, and scheduling.
Clear communication from the beginning helps prevent issues later on. Employers should treat all employees equally during maternity leave, regardless of their role or tenure, ensuring that KIT days benefit everyone involved.
What Are Your Rights, Pay, and Protections as an Employee Using KIT Days?
Understanding your rights during the days of keeping in touch is crucial for new parents on maternity leave. Staying connected with your workplace ensures you retain your entitlements while transitioning into parenthood.
Utilising up to ten full kit days allows you to ease back into work while still receiving statutory maternity pay. Every organisation must uphold these guidelines to prevent unfair treatment and support their employees effectively during this significant life change.
Payment and Tax Implications for KIT Days
Payment for Keeping in Touch (KIT) days is typically the same as a regular day’s rate of pay, ensuring it meets or exceeds the national minimum wage. New parents need to understand that earnings on these days can impact their statutory maternity pay (SMP), although they typically won’t affect parental leave.
Knowing how these payments impact taxes and entitlements empowers parents to maximise their financial rights during maternity or adoption leave, providing peace of mind during this significant life transition.
Protection from Unfair Treatment and Dismissal
Employees on parental leave enjoy vital protections during the keep-in-touch days, ensuring they cannot be unfairly treated or dismissed. This legal framework allows new parents to attend training sessions or connect with their employers without jeopardising their maternity rights.
These rights are crucial during maternity leave. If an employee faces unfair dismissal related to maternity leave, they have the option to appeal the decision. Statutory maternity pay laws further safeguard their rights during this significant time.
Stay Connected, Stay Confident – Make the Most of KIT Days with Direct Payroll Services
At Direct Payroll Services, we simplify the process of managing Keeping in Touch (KIT) days during maternity or adoption leave. Whether your workforce is on PAYE, umbrella, CIS, or zero-hours contracts, we ensure every KIT day is tracked and paid accurately, without affecting statutory entitlements.
Our innovative, cloud-based payroll platform accurately records KIT day usage in real-time and seamlessly integrates payments into regular pay runs, providing complete visibility and transparency. Each KIT day is itemised on payslips, so employees stay informed and employers stay compliant with UK maternity pay legislation.
With Direct Payroll Services, you reduce admin, stay compliant, and support a smoother return to work for your team. Let us handle the details – contact us today for a tailored quote.
Conclusion
Figuring out maternity and adoption leave can be challenging for new parents. Maintaining reasonable contact through Keeping in Touch (KIT) days helps facilitate a balance between work and family, allowing you to stay connected to your job. With proper support, KIT days enhance your confidence and enable you to meet both personal and work needs effectively.
Frequently Asked Questions
Can KIT days affect maternity pay or leave entitlement?
Yes, participating in Keeping in Touch (KIT) days can affect your statutory maternity pay or leave. The money you get from these days, even if it’s just for a half day, may be counted when your statutory maternity pay is worked out. Therefore, it is essential to understand how any additional pay can impact your overall benefits when considering your maternity plans.
Are KIT days compulsory for employees?
KIT days are not a must-do for employees. They are there as a choice. You can participate in these days if you want to stay connected to your work while on parental leave. You do not lose your job rights if you join in. This provides some flexibility for both the employer and the employee during parental leave.
What happens if more than the allowed KIT days are worked?
If you exceed the allowed Keeping in Touch (KIT) days, you may encounter problems. You might lose some of your maternity or paternity leave entitlements. Employers may also use these extra days when doing pay calculations. This could affect your benefits and the amount of tax you have to pay. Staying within the rules is essential to ensure you receive all your entitlements.
