When employees go on maternity or adoption leave, staying in touch with the workplace can be tricky. That’s where KIT days, short for Keeping in Touch days, come in. These are optional workdays that allow employees to return to work for a limited number of days without ending their leave.
For UK employers, understanding KIT days is vital for supporting staff and managing payroll correctly. Let’s explore how they work, what’s allowed, and how to use them properly.
What Is a KIT Day?
A KIT (Keeping in Touch) day allows an employee on maternity, adoption, or shared parental leave to work up to 10 days without ending their leave or losing their statutory pay entitlement.
These days are designed to help employees ease back into work, attend training, meetings, or simply stay updated on workplace changes.
Are KIT Days Mandatory?
No. KIT days are entirely voluntary, for both the employer and the employee. There is no legal requirement for either party to agree to them.
However, they can be a useful tool for:
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Attending training sessions
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Taking part in major company events
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Keeping skills up to date
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Preparing for a return to work
How Many KIT Days Can Be Used?
Employees can take up to 10 KIT days during maternity or adoption leave. This number is separate from Shared Parental Leave in Touch (SPLIT) days, which allows up to 20 days.
Using a KIT day does not affect the overall duration of the leave period.
Do You Have to Pay for KIT Days?
Yes, employees should be paid for the work done on KIT days. However, there’s no set rate—you and your employee can agree on what’s fair.
Usually, employers pay:
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The normal daily rate for the work done
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Or top up Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP)
It's essential to communicate and document the pay arrangement in advance.
What Activities Count as KIT Days?
A KIT day could include:
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Work meetings
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Training courses
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Team building or away days
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Planning sessions
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Client interactions
Routine check-ins that don’t involve actual work or compensation likely won’t count as a KIT day.
Managing KIT Days Effectively
As an employer, clear communication and good record-keeping are crucial. Here’s how to do it right:
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Agree in writing on the number and purpose of KIT days.
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Track all dates used to avoid exceeding the 10-day limit.
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Pay employees fairly for their time.
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Record KIT pay correctly in your payroll and reports to HMRC.
This ensures both compliance and a smoother return to work for your employee.
Why It Matters
KIT days are an excellent way to stay connected with your team and support returning employees—without the legal complications of ending maternity leave early.
Businesses in the West Midlands often rely on Payroll Services in Birmingham to handle such payroll details efficiently, ensuring that statutory entitlements and KIT payments are correctly calculated and reported to HMRC.
Final Thoughts
KIT days offer a flexible way for employers and employees to stay engaged during parental leave. By handling them correctly, you show support for your team and keep your business running smoothly.
If you’re unsure how to manage KIT days in your payroll, working with a professional payroll service can help ensure full compliance and peace of mind.