What our staff survey told us
Coming in prior to re-starting in order to work out IT was a good plan (would have been better had it been as a paid KIT). Having a checklist of things to sort on return to work would have been useful e.g. contact payroll to confirm return, do Mandatory e learning, do updates for Hepma/trak.
I used my kit days to attend courses/ showdowns days.
I attended courses as KIT days (anaesthetic return to work course at SJH, surgical/anaesthetic course at RIE and PROMPT obstetric emergencies course).
Read more on our Real Voices: Staff Experiences page.
What are keeping in touch (KIT) days?
KIT days let you do a bit of work during your maternity leave without ending your maternity leave.
They’re a flexible way to stay connected, catch up with your team, join meetings, help with projects, attend training or conferences or just keep up with what’s changing while you’re away. They are also useful to help you reactivate your systems access in preparation to make your return easier and less stressful.
Most importantly, KIT days are there to help you feel more confident and supported when you’re ready to come back to work.
How many KIT days can I use?
You can agree with your manager to work for up to 10 days during your maternity leave to help you stay in touch. You can take the KIT days separately or together.
It’s up to you to agree with your manager:
- if you want to work keeping in touch days
- how many days you want to work
- what type of work you’ll do on these days
Note: If you work more than 10 KIT days, your maternity leave and pay automatically end by law.
Do I have to do a full day?
No, it still counts as a full Keeping in Touch day even if you only work part of it, for example working a half day or attending a meeting/conference/training.
Can KIT days be worked from home?
Each KIT day and the agreed work should be discussed and agreed between you and your manager.
Do I get paid for KIT days?
Yes, you’ll be paid or paid in lieu for any KIT days you work. Your manager or payroll team can explain how the payment works but please be aware of the following:
- If a KIT Day is worked in the full pay period, you will receive a day of paid leave in lieu once you returned to work.
- If a KIT Day is worked on a day of leave in the half-pay period, you will receive a half day of paid leave in lieu once you have returned to work.
- If a KIT Day is worked after the full pay and half pay period, you will receive a full day of paid leave
Do KIT days affect my maternity leave?
No, working a KIT day doesn’t end or reduce your maternity leave or maternity pay. If, however, you work more than 10 KIT days, your maternity leave will end.
Do I have to use KIT days?
Not at all. They’re completely voluntary. You can choose whether to use them and how many to use.
Are KIT days available during shared parental leave?
During shared parental leave, employees can work up to 20 days called “SPLIT days” (Shared Parental Leave In Touch days) in addition to the 10 KIT days.
How do I arrange a KIT day?
Just contact your manager to agree on:
- what you’d like to do,
- when the KIT day will be, and
- how long you’ll work.
It’s helpful to plan ahead, especially if you’d like to attend meetings or training.
Please note: you cannot take KIT days within the first two weeks of birth and KIT days do not extend your maternity leave.
Can I change my mind?
Yes — if your circumstances change, you can discuss alternatives with your manager at any time.
Can my manager refuse a KIT day?
Yes. KIT days are not an automatic entitlement for employees. KIT days must be agreed by both you and your manager.
Managers may refuse a KIT day if:
- the work requested isn’t appropriate,
- there is no suitable work available,
- or staffing/workload or operational pressures mean it can’t be supported safely.
However, managers should always discuss alternatives where possible.
If a KIT Day is refused, your manager should explain the reason clearly and should always discuss alternatives where possible.
If you believe you are being treated unfairly by reason of requesting or declining to work KIT days, or for any other reasons relating to pregnancy, maternity leave or attempting to exercise your maternity rights, please seek advice from HR.
What KIT Days Are Not For
To keep things clear, here’s what KIT days don’t do:
- They don’t restart your working hours — you’re still on maternity leave.
- They don’t reduce your maternity leave or pay in any way.
- They’re not mandatory — you never have to take a KIT day if you don’t want to.
- They’re not a return-to-work assessment — they’re simply a chance to stay connected, not a test or check-in on performance.
- They’re not full-time work unless you choose it — even a short session counts as a full KIT day.
KIT Days in Practice
In practice, KIT days are commonly used as part of a phased return to work toward the end of an employee’s maternity leave, with KIT days sometimes used to work part-time in the lead up to starting back at work on their usual, permanent basis.
Please see example case studies of how a Keeping in Touch day works in practice.
