Employees differ in how much contact they want during parental leave. Some value staying connected to their manager and team; others prefer to step back and focus fully on their new parenting responsibilities.
Contact can range from informal check-ins, a coffee with colleagues or more structured options such as Keeping in Touch (KIT) or Shared Parental Leave In Touch (SPLIT) days – which can provide a flexible way for employees to stay connected during parental leave.
Used well, they can help to ease the transition back to work, maintain confidence and relationships, and support smoother returns — while always respecting individual preferences.
KIT and SPLIT days (what are they?)
Employees can choose to work:
- Up to 10 paid KIT days during maternity or adoption leave
- Up to 20 paid SPLIT days during Shared Parental Leave
These days can be used flexibly – for training, meetings, or to support a gradual return towards the end of leave. They are optional and should never be pressured.
Highlights from our research with SMEs:
Supportive practices
- Have the conversation early and keep it simple – before leave starts, agree what contact (if any) the employee would find helpful. A short, informal discussion is often enough.
“It would be good to have more…proactive…meetings and catch-ups whilst I was pregnant, and it not be on me to ask for them. You know, have more regular almost scheduled at certain weeks check-ins of how things are going…even if they were optional, just be like ‘I’m blocking this time out in my diary. If you don’t have anything to talk about, fine, if you do: great!” (Sarah, SME employee)
- Keep plans flexible – early parenthood is unpredictable so be prepared to adjust arrangements.
“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” (Jonna – Employee, 10-49 staff)
- Use KIT/SPLIT days flexibly, based on what the employee wants
- Keep a brief note of what’s agreed – this protects both sides and avoids misunderstandings, especially where there’s no HR team.
- Separate social from work contact – make it clear that social invites are optional and that there is no obligation to respond to work updates.
- Model a supportive culture – avoid comments that could be interpreted as frustration about absence or pressure to stay involved.
