Keeping in Touch (KIT) days are a UK statutory provision that allows employees on maternity, adoption, or shared parental leave to work up to 10 days during their leave without it ending their statutory leave or pay. The purpose is to help employees stay connected with their workplace and ease the transition back after extended leave.
KIT days are entirely voluntary — neither the employer nor the employee can be forced to use them. But when used well, they benefit both parties.
Key Takeaways
- KIT days allow employees on maternity, adoption, or shared parental leave to work up to 10 days without losing their leave or pay.
- Both the employer and employee must agree to KIT days — they are entirely voluntary.
- The employee must be paid for KIT days, at least at the National Minimum Wage, though employers commonly pay the employee’s normal rate.
- KIT days do not have to be taken as consecutive days — they can be spread across the leave period.
- Using KIT days does not extend the statutory leave period; the original return-to-work date remains the same.
What Are KIT Days?
KIT days were introduced under the Maternity and Parental Leave etc. Regulations 1999 to address a common problem: employees on extended leave often felt disconnected from their workplace, making the return to work harder. KIT days provide a structured way to maintain that connection.
During a KIT day, the employee can perform work tasks, attend meetings, or participate in training. The key rule is that the work must not be more than 10 days total across the entire period of maternity, adoption, or shared parental leave.
Who Is Eligible?
KIT days are available to:
- Employees on maternity leave
- Employees on adoption leave
- Employees on shared parental leave
They are not available to employees on ordinary parental leave, carer’s leave, or other forms of statutory leave.
How KIT Days Work
The 10-Day Limit
The statutory maximum is 10 KIT days per period of leave. These are individual days — if an employee works for even part of a day, it counts as one KIT day. The days do not need to be taken consecutively.
For example, an employee on maternity leave could use two KIT days in month three, three in month five, and five in month seven — reaching the 10-day maximum across their entire leave.
Agreement Required
Both the employer and the employee must agree to KIT days before they happen. The employer cannot insist that the employee uses KIT days, and the employee cannot demand them. In practice, the conversation usually starts with either party suggesting the arrangement and both agreeing on the timing and scope of the work.
Pay Rules
The employee must be paid for KIT days. The statutory minimum is the National Minimum Wage for the hours worked, but most employers pay the employee’s normal daily rate or an agreed amount. The pay is in addition to any statutory maternity, adoption, or shared parental pay the employee receives for that week.
If an employee works a KIT day in a week when they are also receiving statutory maternity pay, the KIT day pay may reduce or offset the statutory pay for that week — but the employee should not be worse off overall.
What Counts as Work?
KIT days are flexible. Activities can include:
- Attending team meetings or training sessions
- Completing specific projects or tasks
- Staying in touch with colleagues and clients
- Updating skills or knowledge
The work should be agreed in advance so both parties understand what is expected during the KIT day.
KIT Days vs Split Days
It is important not to confuse KIT days with split days, which are a different provision:
| Feature | KIT Days | Split Days |
|---|---|---|
| Purpose | Work during maternity/adoption leave | Work during shared parental leave only |
| Maximum | 10 days | 20 days |
| Leave ends? | No | No |
| Available on | Maternity, adoption, shared parental leave | Shared parental leave only |
| Agreement | Both parties must agree | Both parties must agree |
Split days are an additional provision specific to shared parental leave. An employee on shared parental leave can use up to 20 split days in addition to any KIT days.
Using KIT Days Effectively
For employers, KIT days are a practical tool for maintaining workforce continuity. Here are some best practices:
Plan the Days in Advance
Agree on a schedule for KIT days before the employee begins their leave. This avoids last-minute requests and helps both parties plan.
Keep the Scope Clear
Define what the employee will do during their KIT day. Open-ended KIT days can create confusion about expectations and workload.
Respect the Voluntary Nature
Never pressure an employee to use KIT days. Some employees prefer to stay fully disconnected during their leave, and that is their right.
Document the Agreement
Record the agreed KIT days, pay rate, and scope of work in writing. This prevents misunderstandings and provides a clear record for both parties.
Frequently Asked Questions
Can my employer force me to use KIT days?
No. KIT days are entirely voluntary. Neither the employer nor the employee can be compelled to participate. If your employer pressures you to work during maternity leave outside of a voluntary KIT day arrangement, this may constitute a breach of your statutory leave rights.
How many KIT days am I entitled to?
You are entitled to a maximum of 10 KIT days across your entire period of maternity, adoption, or shared parental leave. There is no minimum — you can use zero, one, or all 10, depending on what you and your employer agree.
Does a KIT day affect my maternity pay?
A KIT day may reduce your statutory maternity pay for the week in which it is taken, depending on how much you earn that week. However, you receive your KIT day pay instead, and your employer should ensure you are not financially disadvantaged overall.
Can KIT days be used after I return to work?
No. KIT days can only be used during the period of statutory leave. Once you have returned to work, the provision no longer applies. At that point, you are simply working your normal contracted hours.
Do KIT days count as a break in my continuity of service?
No. KIT days do not break your continuity of employment. Your service continues uninterrupted, and your statutory leave entitlement and pay calculations are unaffected.
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