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Our Guide to Managing Keeping in Touch (KIT) Days provides strategies for utilising KIT days during parental leave, benefiting employees and employers.
Kit days, or "keeping in touch" days, are an important part of maternity, paternity, and shared parental leave policies. These are days where employees can return to work for up to 10 days during their leave period without it affecting their entitlement to leave or pay.
As a manager, it's important to understand how kit days work and how they can benefit both your organisation and your employees. Here are some key points to keep in mind:
Explain the policy to your employees
Ensure that your employees are aware of the kit day policy and how it works. It's important to be clear about how many kit days they are entitled to and what they can be used for.
Offer support and
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The purpose of a management guide to kit days is to provide employers and managers with information on how to effectively manage kit days for employees on maternity, paternity, or shared parental leave. The guide should cover topics such as what kit days are, how they work, how they affect an employee's entitlement to leave and pay, and what the employer's obligations and responsibilities are in relation to kit days.
By providing a management guide, employers can ensure that kit days are used effectively and appropriately, and that the process is clear and transparent for both employees and managers. The guide can also help to minimize any misunderstandings or disputes that may arise regarding the use of kit days, ensuring that both parties understand their rights and obligations.
Overall, a management guide to kit days can help to promote positive relationships between employers and employees on parental leave, and ensure that employees are able to stay connected with their work without negatively impacting their parental leave entitlements.
This Managers guide to managing keeping in touch (KIT) days incorporates relevant UK laws and HR standards, including those listed below:
Here are some examples of UK employment legislation that support the use of kit days:
The Employment Rights Act 1996, which provides employees with the right to take reasonable time off to attend to certain family and domestic responsibilities, including keeping in touch days.
The Maternity and Parental Leave Regulations 2019, which allow employees to take up to ten paid keeping in touch days while on maternity, paternity, adoption, or shared parental leave.
The Shared Parental Leave Regulations 2014, which allow both parents to take up to 20 days each of shared parental leave in the form of keeping in touch days.
The Equality Act 2010, which prohibits discrimination against employees on the basis of pregnancy, maternity, or paternity leave.
The Working Time Regulations 1998, which require employers to provide employees with rest breaks and limit the number of hours that can be worked per week.
The National Minimum Wage Act 1998, which sets minimum wage rates that employers must pay to their employees, including those taking kit days.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Yes, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to managing keeping in touch (KIT) days, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI-generated templates can be useful as a starting point, but they may not reflect current UK employment legislation, your organisation's specific circumstances, or the wider HR process. This professionally drafted template has been prepared using current UK employment law and HR best practice, helping reduce the need for significant amendments.
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