Keeping in Touch Days: Employee Rights and Pay for KIT Days

When employees take long periods of time off work due to parental, adoption or maternity leave, the last thing that they’re thinking about will be work duties. However, it can be incredibly daunting to return to work after a long leave period and be expected to hit the ground running. 

This is why KIT days can be incredibly useful. Our article will cover what are kit days, how many kit days you can have, and how much you can expect to get paid for working KIT days.

Keeping in touch days are days when employees go into work during their maternity or parental leave. On KIT days, employees are paid for their day at work but they can also return to their leave straight afterwards.

Keeping in touch days are designed for those on leave to touch base with their colleagues during their leave periods. They allow those taking leave to keep-up-to date with any changes at work and it gives them an opportunity to socialise and keep in touch with their colleagues. 

KIT days can be very useful if the employees on leave have any questions about leave, pay or their role.

KIT days are not a legal requirement and even if an employer does offer them, the employee is not obliged to take them. If offered, KIT days are there for the employee’s benefit. 

Employees must agree with their employer on their KIT days before going on leave. 

We would recommend creating a schedule of KIT days before you take your Maternity or Parental leave. Employees could also ring their employer part-way through their maternity leave to discuss KIT dates.

KIT days provide a flexible way for employees to stay connected with their workplace during adoption, paternity, or maternity leave. 

Here’s an overview of when a KIT day can be taken:

• Timing: A KIT day can be taken at any point during maternity, paternity, shared parental, or adoption leave, as long as both the employee and employer agree.
• KIT Split: For roles like factory workers, KIT Split days can be broken up to accommodate specific needs, such as training or team meetings, ensuring employees stay updated.
• Agreement Needed: Both the employee and employer must agree on the use of KIT days, including the number of days and compensation.
• No Obligation: There’s no compulsory requirement for either party to propose or accept KIT days.

KIT days are designed to benefit both the employee and employer by making the transition back to work smoother and keeping skills and workplace relationships up to date.

An employee is allowed to take ten full KIT days during their leave. This means that employees can work for 10 days without bringing their Parental leave, Maternity leave or Adoption leave to an end. If they take KIT days employees won’t lose their statutory maternity pay. 

If an employee has more than one job, their KIT days can apply to both jobs. 

However, if an employee uses more than 10 KIT days, this will have the effect of bringing both their maternity pay and leave to an end.

Therefore, as an employer, it’s essential to adequately communicate this to your employees so they don’t inadvertently end their maternity leave and pay.

A KIT day can include participating in training sessions, which sharpen skills and update knowledge, to attending team or broader company meetings that help employees stay informed about ongoing developments. 

Additionally, KIT days may involve completing specific tasks – either remotely or on-site – that contribute directly to project progress, engaging in strategic planning or performance reviews to stay integrated with team objectives, and, for roles with stringent safety requirements, updating on new health and safety protocols. 

The selection of these activities requires mutual agreement between the employee and employer, crafted to provide mutual benefits and ensure a seamless transition back into the workplace.

During maternity leave, employers have several obligations to ensure the well-being and rights of their employees are respected. 

One key aspect is managing KIT days, which can include a KIT split arrangement, allowing employees to work for a few days during their leave to stay connected without losing maternity benefits. 

Employers must also maintain open communication, providing updates on significant workplace changes or opportunities for promotion. Additionally, they’re responsible for ensuring the employee’s job is available upon their return or offering a suitable alternative if the original job is no longer available, aligning with the employee’s skills and salary level. 

Adhering to these obligations fosters a supportive work environment and smoothens the transition back to work.

SPLIT stands for “shared parental leave in touch” and SPLIT differs from KIT in several ways. While the principle of SPLIT days are the same as KIT days, they are designed to be more flexible. 

Each parent can have up to 20 SPLIT days without ending their Shared Parental Leave or their pay. 

Employees can take both SPLIT and KIT days but if your employee doesn’t use up all their KIT days during their maternity or parental leave, these unused KIT days cannot be carried over into a shared parental leave period.

If an employee uses up all their KIT days, this will automatically trigger the end of their maternity leave. 

However, your employee could then opt to start their Shared Parental Leave, so they can start to take their 20 SPLIT days. 

This means they can slowly ease back into work – maybe by starting to go into work one day a week –  until they finish the period of Shared Parental Leave.

Absolutely. Employees can use both their SPLIT and KIT days to work part time before their parental leave is over. 

Potentially, your employees could work two keeping in touch days in a five day week to slowly ease them back into the work environment. Using KIT or SPLIT days could be helpful if your employee wants to work in a more flexible manner, and you will be able to find out whether a flexible work model will work for their workload.

During their leave period, employees will be paid the national minimum wage. However, many businesses will pay their employees their usual rate of pay (pro rata’d) if it’s above the national minimum wage. 

Before an employee takes any SPLIT or KIT days for maternity leave, employers should confirm the rate of KIT day pay with the employee.

If your employee takes a KIT or a SPLIT day during their maternity, parental or adoption leave, this means that you must still take into account their maternity or parental leave payments. 

Employers must continue paying their employees statutory pay – whether that be Statutory Maternity Pay (SMP), Statutory Adoption Pay (SAP) or Statutory Shared Parental Pay (ShPP). 

The pay for both a KIT or a SPLIT day can be offset against an employee’s Statutory pay – as long as the employee is still receiving the National Minimum Wage. This means sometimes employees won’t always receive both payments.

Keeping in touch days significantly impact employee well-being by easing the transition back into the workplace. They provide a structured way for employees to stay connected, reduce anxiety about returning to work, and maintain a sense of belonging. 

Regular interaction with colleagues and staying updated on workplace changes can alleviate the stress associated with prolonged absences. This can make reintegration much easier.

The financial implications of KIT days affect both employers and employees. For employees, KIT days offer a chance to earn normal pay during maternity leave, providing financial relief. 

Employers, on the other hand, must budget for these payments. However, they can benefit from maintaining an engaged and informed workforce. Clear communication about pay rates and proper payroll management will help ensure KIT days are the best financial move for everyone.

To implement KIT days effectively, employers should:

1. Communicate Clearly: Ensure employees understand the purpose, benefits, and scheduling of KIT days.
2. Create a Schedule: Develop a mutually agreed-upon KIT day schedule before the employee goes on leave.
3. Flexible Approach: Be open to adjusting KIT days based on the employee’s needs and circumstances.
4. Provide Support: Offer guidance and resources to employees using KIT days to maximise their benefit.

With over 20 years of experience in HR and payroll solutions, we can help you when it comes to making sure that your employees’ leave is properly taken care of.

Payroll Solutions can help make sure that all your employees’ KIT and SPLIT days are accounted for, and that your employees get paid correctly. We know how important it is for your employees to be focusing on the new addition to their family rather than worrying whether they have been properly and timely paid. 

Our HR software will keep track of who is on parental or maternity leave and our payroll software makes it easy to  pay your employees correctly.