Employees have different preferences when it comes to staying connected to work during parental leave. Some may worry about losing touch with their manager or team, while others prefer to fully focus on their new parenting responsibilities. Staying connected can take many forms, from informal work visits with the baby or casual lunches with colleagues, to more structured arrangements like formal Keeping in Touch (KIT) days. It is important to explore and respect each employee’s expectations around contact during leave, including if they prefer not to be contacted at all.
Keeping in Touch (KIT) and Shared Parental Leave in Touch (SPLIT) days
Some employees may choose to work up to 10 paid days during maternity and adoption leave, or up to 20 days during Shared Parental Leave. These are known as Keeping in Touch (KIT) and Shared Parental Leave in Touch (SPLIT) days and are entirely optional. They offer a flexible way for employees to stay connected with the workplace, whether through attending staff development sessions, team meetings, or gradually easing back into work towards the end of their leave. More information on KIT and SPLIT days and other options for staying in contact during leave can be found here.
“I think it will probably be more keeping in touch days, they did ask what I wanted but I didn’t know, it was like ‘I’ve never actually done this before I’m not sure what I’m going to want’. I think I said maybe I would probably look at doing it more towards the end as a way to be integrating back in rather than at the beginning. So, I don’t think it will be a case of being in touch all the way through”. Source?
Supportive practices
It is good practice to explore preferences for contact during parental leave in good time before the planned start date, to minimise the risk that unforeseen circumstances (e.g., maternal and child health, early arrival of the baby) thwart plans for this discussion. The early stages of parenthood can also be unpredictable. Plans to stay in regular contact may need to be adjusted due to sleepless nights or changing circumstances. Employers should respect employees’ preferences and avoid any comments that suggest disapproval.
