KIT days: what are the rules for keeping in touch on maternity leave?

As an employer, it’s important to understand the rules surrounding maternity leave in the UK.

If a member of your staff goes on maternity leave, you will have various obligations, one of which could be arranging keeping in touch (KIT) days.

Let’s take a look at what KIT days are, and how you need to prepare for them as a small business owner.

What are KIT days?

KIT days, also known as keeping in touch days, are a chance for employers to check in and communicate with employees who are off on maternity leave.

They are working days that the employee chooses to take, giving them the chance to keep up to date with the company, speak with colleagues, and undertake some work.

KIT days are often invaluable for keeping employees on maternity leave in the loop with new and ongoing projects and any company changes.

Employees can undertake up to 10 KIT days during their maternity leave period and they can be taken at any time during the leave period, excluding the first two weeks following the birth.

KIT days don’t need to be full days either, allowing employees to fit them around childcare and other commitments.

The main purpose of KIT days is to make the transition back into the workplace following maternity leave as easy as possible for both the employee and the employer.

Are employees paid for KIT days?

Employees should be paid for any work they undertake on a KIT day alongside their maternity pay. Most employers will pay the employee at their usual hourly rate, but this is something that will need to be decided ahead of time.

Once you’ve decided how much you will pay for KIT days, whether that’s the employee’s usual wage or the minimum living wage instead, you’ll need to make sure this is clearly stated in your employees’ contracts.

KIT days: what employers need to know

As an employer, there’s a lot you need to know about KIT days to ensure you’re operating within the law and that your employees are happy and comfortable.

To make it easier for you to get to grips with KIT days, we’ve listed some of the most frequently asked questions, and their answers, below.

Are KIT days compulsory?

No, KIT days are not compulsory. They are optional and should be decided on before an employee goes off on maternity leave.

As an employer, you cannot penalise an employee who is unable to undertake KIT days. Similarly, employees are not able to demand KIT days if their employer doesn’t want to offer them.

Who can take KIT days?

KIT days are for employees who are on maternity leave. However, the idea of a KIT day can be used for other staff members – for example, those on sabbatical leave. Just like with employees on maternity leave, though, they cannot be made compulsory and must be agreed upon before the period of leave begins.

What counts as a KIT day?

Essentially, any work that an employee undertakes for your company whilst on maternity leave can be counted as a KIT day.

This could involve coming into the office or working remotely, and can include attending meetings, conferences, training sessions and team away days.

KIT days can also be used simply to undertake the regular tasks and responsibilities of the employee’s role, or to work on specific projects.

Make sure you carefully plan what activities an employee will undertake on a KIT day. An employee could attend one meeting remotely from home, or they could spend a full day in the office – both would be classed as the employee having had a keeping in touch day.

It’s up to you as an employer to decide what your employees work on during their KIT days, so be sure to sit down and think about where their resources and skills would be used best.

What doesn’t count as a KIT day?

It’s important for both employees and employers to understand what doesn’t count as a KIT day to ensure everyone is on the same page and there are no unexpected disputes.

Social activities or casual trips to the workplace to see colleagues are not keeping in touch days.

Any work done outside of the agreed KIT days also doesn’t count, nor does any prep an employee may do ahead of a KIT day, including checking and replying to emails.

The best practice is to keep a log of all KIT days worked by an employee and the activities they undertake to ensure they do not exceed 10 KIT days (or less, if you pre-agreed a smaller amount).

What is the benefit of KIT days?

There are various benefits of KIT days, for both employers and employees.

The biggest benefit is that they ensure the transition back to work is as smooth as possible. They keep employees up to date with ongoing projects and any company updates, allowing them to feel part of the team and making the return to work less overwhelming.

They also offer a chance for employees to catch up on anything they may have missed during their leave, such as mandatory training courses or the opportunity to get to know new clients.

KIT days allow employees to keep using their skills and knowledge and prevent them from feeling isolated or out of the loop.

Employers are able to use KIT days to utilise the skills of the employee who is currently off, ensuring your business doesn’t suffer without their presence, and allowing you to effectively plan workflows and handovers.

Final thoughts on KIT days

Keeping in touch days are meant to be a positive and beneficial thing for both employers and employees, so while they do require some planning and clarity, they shouldn’t be a cause of stress.

The key to successful KIT days is to plan ahead and be clear about exactly what you want employees to undertake during their KIT days.

Be open to feedback too, and try to accommodate what your employee feels they need to focus on to get the most out of their time back in the workplace.

When executed properly, KIT days can help make the transition back to the workplace for those on maternity leave smooth and worry-free.

Lucy Nixon - content writer

With 10 years experience in the digital marketing industry, Lucy is a content writer specialising in ecommerce, website building and all things small business. Her passion is breaking down tricky topics into digestible and engaging content for readers. She's also committed to uncovering the best platforms, tools, and strategies, researching meticulously to providing hand-on tips and advice.