Police KIT Days
Explained (2026)
Keeping In Touch (KIT) Days • Police Maternity & Adoption Context • Independent Explainer • Not Legal Advice
Featured Definition
What are Police KIT Days?
Police Keeping In Touch (KIT) days are a statutory provision allowing officers on maternity or adoption leave to work up to 10 days without bringing their leave to an end. These days are designed to facilitate training, team integration, and operational updates, ensuring a smoother eventual return to duty. They are strictly voluntary for both the officer and the police force.
Section 01
The 10-Day Framework
The Keeping In Touch (KIT) day system is one of the most misunderstood areas of police family leave. In essence, it provides a legal 'portal' through which an officer can step back into the force momentarily without invalidating their maternity or adoption status. For the vast majority of officers, this means maintaining operational competency, completing mandatory training (NCALT/OST), or attending critical team briefings.
Snippet Target
How many KIT days can police officers work?
UK police officers can work a maximum of 10 KIT days during maternity or adoption leave. These days do not end the leave period or affect statutory pay rights. Participation is voluntary for both the officer and the force, and the days can be taken as single days or blocks, provided the total does not exceed 10. Once the 10th day is used, any further work will legally terminate the maternity leave.
- 01
Maximum 10 Days
The statutory limit is absolute. If you work even one hour on an 11th day, your maternity leave and pay legally cease.
- 02
Voluntary Nature
Your Sergeant cannot order you to attend a KIT day, and you cannot demand to work one if the force cannot operationalize it.
Reality Check
A 'day' in KIT terms counts as a full unit regardless of length. Working a 2-hour kit day consumes one of your 10 units just as surely as an 8-hour shift.
Section 02
Legal Basis & Context
The statutory foundation for Keeping In Touch days is derived from the Employment Rights Act 1996 and the Maternity and Parental Leave etc. Regulations 1999. However, for police officers, these provisions are channelled through the unique filter of the Police Regulations 2003 and the overarching status of police officers as Crown Servants rather than standard employees.
This 'Crown Servant' status is critical. While most UK employees rely on the 'contract of employment', police officers are governed by a statutory framework that sets out their rights to pay and leave. KIT days in the police service are therefore not just a matter of local HR whim; they are a regulated mechanism for maintaining the 'Police Officer' status even while away from active duty on family leave.
Regulation 33 Insight
The Home Office Circulars and the PNB (Police Negotiating Board) agreements historically established the principle that family leave should not impede an officer's career progression. KIT days serve as the primary tool to ensure that 'detriment', as forbidden by the Equality Act 2010, does not occur due to an officer missing critical operational updates or training.
Section 03
Pay Myth vs Reality
One of the most frequent points of conflict between officers and Force Payroll departments is the calculation of pay for a KIT day. The fundamental principle is simple: you should be paid at your normal daily rate for the hours worked. However, the execution varies based on your current maternity pay phase.
Are KIT days paid?
Yes. KIT days are fully paid at your substantive hourly rate. The total amount you receive for an 8-hour KIT day should equal 8 hours of your normal gross pay, regardless of your maternity phase.
Do they count as overtime?
No. KIT days are a return to 'normal duty' for the duration of the day. Overtime only applies if you work beyond the scheduled hours of the duty you returned for.
Do they affect SMP?
No. You continue to receive SMP as per your entitlement. The force effectively 'tops up' the SMP payment to ensure your total income for that day hit your full daily rate.
Are they pensionable?
Yes. Pension contributions are deducted from the 'top-up' element of the pay, and the hours worked count toward your life-long pensionable service.
The Rest Day Conflict
A common mistake is attempting to work a KIT day on a day that would have been a Rest Day. Because you are on maternity leave, the 'Rest Day' concept is temporarily suspended in favour of 'Leave'. If you work a KIT day, you are simply 'on duty'. Most Force Policies state that a KIT day should be based on a standard 8-hour shift.
Reality Check: Working a KIT day on a public holiday usually just results in a standard day's pay. You are unlikely to receive the double-time or lieu-day entitlements typical of operational public holiday duty.
Section 04
Pay Phase Interaction
The net financial benefit of a KIT day depends entirely on where you are in your maternity journey. In the early 'Full Pay' phase, a KIT day has zero net effect on your bank balance. In the later 'Unpaid' weeks, it can be a vital financial bridge.
| Maternity Phase | Base Pay (Status Quo) | KIT Day Payment | Net Financial Effect |
|---|---|---|---|
| 1. Full Pay (OMP) | 100% Salary | £0.00 (Self-Cancelling) | No Change (Just Work) |
| 2. Half Pay + SMP | ~50% + £184.03 | Top-up to 100% | + Approx 50% Daily Wage |
| 3. SMP Only | £184.03 per week | Full Day's Basic Pay | + Full Day - (SMP/7) |
| 4. Unpaid Period | £0.00 | Full Day's Basic Pay | + 100% Daily Wage |
Section 05
Pension Impact
The 2015 CARE (Career Average Revalued Earnings) scheme treats KIT days with specific logic. Because the scheme accrues based on what you actually earn in a financial year, every penny earned on a KIT day increases your lifelong pension pot. Unlike the 1987 scheme, which relied on 'final salary', the 2015 scheme values the immediacy of the earnings.
Furthermore, working a KIT day during an unpaid period is one of the most efficient ways to maintain your pensionable service record. While on unpaid maternity leave, you stop accruing pension unless you choose to 'buy back' the missed weeks later. However, working a KIT day creates a 'marker' of service that keeps your record active and contributing.
CARE Accrual Calculation
In the 2015 scheme, you accrue 1/55.3 of your annual earnings as a pension. If you earn £200 for a KIT day, you add £3.61 to your annual pension statement for life (revalued every year for inflation). While this seems small, across 10 KIT days and 25 years of revaluation, the effect is significant.
Key Rule: Contributions for KIT days are based on the actual pay received, not your full-time salary. You only pay for what you earn.
Section 06
Operational Reality
In a policing context, KIT days are rarely just about 'checking emails'. They are used to solve specific operational and regulatory problems that occur when an officer is absent for 6 to 12 months. Mandatory training is the primary driver; without attending specific OST/PST or NCALT sessions during leave, an officer may find themselves operationally restricted upon their formal return, creating a 'waiting period' where they cannot be deployed to the frontline.
High-Priority KIT Activities
- Court Attendance (Evidence Continuity)
- Personal Safety Training (PST/OST)
- Promotion Boards/Process
- Major Incident Debriefs
Evidence Continuity & Court
If you are summoned to court as a witness during maternity leave, this constitutes a KIT day. It is strictly work. You cannot be compelled to attend by the force (though a witness summons from the court is another matter), but if you do attend, it should be logged as a KIT day to ensure you are paid and protected legally.
Reality Check: If you attend court for 1 hour, it consumes 1 of your 10 KIT day units.
Section 07
Common Payroll Errors
Because KIT days are relatively infrequent for individual officers, payroll departments—especially those that have been outsourced—frequently make administrative errors. These range from underpayment to the accidental termination of maternity leave. It is the officer's responsibility to audit their payslip following a KIT day.
Audit Checklist
Always request a manual adjustment breakdown from payroll if your net pay does not increase following a KIT day worked during the unpaid phase.
Top 10 Payroll Pitfalls
Section 08
KIT vs SPLIT Days
If you move from Maternity Leave to Shared Parental Leave (SPL), the rules change significantly. While KIT days (Keeping In Touch) apply to maternity, SPL allows for SPLIT days (Shared Parental Leave In Touch). Crucially, the 10-day limit applies to KIT, but an additional 20 days are available for SPLIT days.
By pivoting to Shared Parental Leave, a police couple or a single officer can access up to 30 days of paid work (10 KIT + 20 SPLIT) without ending their leave. This is a powerful tool for maintaining highly technical roles or managing a phased return.
The Totality Rule
You cannot use SPLIT days while on maternity leave. You must formally end maternity leave and move onto SPL to access the 20-day SPLIT allowance.
Section 09
Adoption KIT Framework
For officers on adoption leave, the KIT day framework is identical in structure (10 days maximum) but is tied to the 'Matching Date' and the subsequent placement. KIT days are often critical for adoptive parents to attend pre-placement meetings or statutory reviews that may occur once the official adoption leave has begun but the child has not yet moved into the home.
The pay mechanisms mirror the maternity framework: regular daily pay topped up from Statutory Adoption Pay (SAP).
Surrogacy Context
Officers who are intended parents in a surrogacy arrangement and who qualify for adoption leave are also entitled to the same 10 KIT days. The pay rules remain the same: full daily pay for work performed.
Section 10
Equality & Protection
The defining feature of a KIT day is its voluntary nature. Under the Equality Act 2010, an officer is protected from any 'detriment' for refusing to work a KIT day. If a supervisor attempts to penalize an officer in a promotion process or an annual appraisal for not participating in KIT days, this constitutes unlawful discrimination.
Conversely, the force is not obliged to offer KIT days. If operational demand is too high to provide a meaningful training environment, or if the force has no budget for the top-up pay, they can decline an officer's request to work. However, most forces recognize the long-term benefit of keeping officers engaged.
The Federation Stance
The Police Federation of England and Wales (PFEW) and individual force Equality Leads are rigorous in ensuring that KIT days are not used as 'hidden pressure'. Any attempt to coercion an officer back to work early using KIT days should be reported to your local branch immediately.
Section 11
Officer Scenarios
Scenario A: The Court Summon
Context: PC Smith is on week 20 of maternity leave. She is called to give evidence in a Crown Court trial she investigated.
Financial Impact: This counts as 1 KIT day. She is paid for the hours attended (topped up to her daily rate). She still has 9 KIT days remaining.
Scenario B: The OST Update
Context: DS Jones needs to refresh her OST (Officer Safety Training) to remain deployable upon her return next month.
Financial Impact: She works 2 KIT days for the course. She is paid full salary for these days, and her 'in-date' status is restored before she formally returns.
Scenario C: The Promo Board
Context: An Inspector board is announced. PC Brown is on maternity but wishes to apply and attend the interview.
Financial Impact: The interview day is a KIT day. The force cannot refuse her entry to the board based on her leave status.
Scenario D: The Half-Phase Bridge
Context: Sgt Evans is in her Half-Pay MAT phase. She works 2 KIT days in a single week to boost her monthly income.
Financial Impact: For those 2 days, she receives 100% pay instead of 50%. This significantly increases her net pay for that month.
Scenario E: The 11th Day Error
Context: An officer accidentally works an 11th KIT day due to a training seminar.
Financial Impact: Maternity leave legally ends immediately. Statutory Maternity Pay (SMP) stops. This is a critical error to avoid.
Scenario F: The Unpaid Phase Save
Context: PC Taylor is in the unpaid tail of her leave (weeks 40-52). She works 5 KIT days dispersed across 5 weeks.
Financial Impact: She receives 5 full days of pay and maintains 5 weeks of pensionable service markers that would otherwise be lost.
Scenario G: Adoption Placement
Context: An adoptive parent attends a 3-hour pre-placement meeting with social services during their leave.
Financial Impact: This is 1 KIT day. Even though it was only 3 hours, it consumes 1 of the 10 units.
Scenario H: Shared Parental Pivot
Context: An officer exhausts 10 KIT days but needs more time for a complex project handover.
Financial Impact: They pivot to Shared Parental Leave (SPL) to access 20 additional SPLIT days, extending their paid touch-points to 30 days total.
Section 12
Authority FAQ Archive
Q: How many KIT days can police officers work?
A: Police officers are entitled to work a maximum of 10 Keeping In Touch (KIT) days during their maternity or adoption leave. These days are entirely voluntary for both the officer and the force and do not bring the period of leave to an end.
Q: Are KIT days paid?
A: Yes, KIT days are paid. Under standard police regulations and payroll practice, you should be paid at your normal daily rate for the hours worked. The interaction with Statutory Maternity Pay (SMP) means your pay for that day is topped up to your full daily rate.
Q: Do KIT days count as overtime?
A: Generally, no. KIT days are intended to be paid at your substantive hourly rate. They do not automatically trigger overtime rates unless you work beyond the standard hours of the shift or your specific force policy allows for overtime enhancements for return-to-work training.
Q: Do KIT days affect SMP?
A: Working a KIT day does not stop your Statutory Maternity Pay (SMP). You continue to receive your SMP for that week, and the force pays you the difference to reach your full daily pay rate for the KIT day worked.
Q: Are KIT days pensionable?
A: Yes. Any pay received for a KIT day is pensionable. Contributions will be deducted from your KIT day earnings, and this period counts as full pensionable service under the 2015 CARE scheme rules.
Q: Can I take KIT days in the first 2 weeks after birth?
A: No. The first 2 weeks (4 weeks for factory workers, though 2 applies to police) are Compulsory Maternity Leave. You cannot work during this period.
Q: Do I have to wear uniform for a KIT day?
A: This depends on the activity (e.g., OST requires training gear, court requires uniform/smart suit). Discuss this with your line manager.
Q: Can I work KIT days while on Shared Parental Leave?
A: Technically no. You use 'SPLIT days' instead, which have a separate 20-day allowance.
Q: Will working a KIT day affect my child benefit?
A: KIT day pay is taxable income. If it pushes your annual income over £60,000, you may be subject to the High Income Child Benefit Charge.
Q: What if I can't find childcare for a KIT day?
A: As KIT days are voluntary, you can simply decline. The force cannot compel you to work if you don't have suitable childcare.
Q: Do I get a travel allowance for KIT days?
A: Generally, no more than your standard commute. However, if the KIT day is at a remote location (e.g., a regional training centre), you may be able to claim travel expenses as per Force Policy.
Q: Are KIT days available for part-time officers?
A: Yes. Part-time officers have the same 10-day limit as full-time officers.
Q: Do KIT days accrue annual leave?
A: You already accrue full annual leave during maternity leave. Working a KIT day doesn't 'add' leave, as you are already accruing it as if you were at work.
Q: Can I use KIT days for my return-to-work induction?
A: Yes, this is an excellent use of KIT days to catch up on IT changes and team structure.
Q: What happens if I'm sick on a planned KIT day?
A: If you don't work, it doesn't count as a KIT day. You remain on maternity leave/pay as normal.
Q: Can KIT days be half-days?
A: Yes, but they still count as 'one day' toward your 10-day limit.
Q: Does my Sergeant need to approve KIT days?
A: Yes. They must ensure there is work for you and that the force can facilitate your presence.
Q: Is the pay for KIT days taxable?
A: Yes, it is subject to Income Tax and National Insurance contributions.
Q: Can I work a KIT day on a Sunday?
A: If the force has operational work or training available, yes. Pay would be at your standard daily rate.
Q: Does the 10-day limit reset if I have a second pregnancy soon after?
A: Yes. Each period of maternity leave has its own 10-day KIT allowance.
Q: Can I work for another employer as a KIT day?
A: No. KIT days are for your own force. Working for another employer may end your maternity leave entirely.
Q: Can I attend a team social as a KIT day?
A: Usually no. KIT days are for 'work-related' activities like training or meetings.
Q: Do I need a new vetting check for a KIT day?
A: Unless your vetting expired during leave, no. You remain a serving officer.
Q: Can I access force emails without a KIT day?
A: Checking emails is generally 'reasonable contact' and doesn't constitute a KIT day, provided you aren't performing work.
Q: What is 'Reasonable Contact'?
A: This is periodic contact between you and the force to discuss return dates, which is distinct from KIT days where you actually perform work.
Section 15
The Manager’s Tactical Guide
For Sergeants and Inspectors, managing an officer on maternity leave requires a delicate balance of operational oversight and supportive leadership. KIT-day management is often the primary touchpoint during this period. A common error is view KIT days as a 'replacement' for a full-time officer on a shift. This is incorrect. A KIT day is a facilitation tool, not a resource-filling mechanism.
Managers should proactively offer a 'Menu of Opportunities' to officers on leave around the 4-month mark. This might include team briefing days, key training updates, or even professional development seminars. By framing these as voluntary opportunities, the manager establishes a culture of inclusion without creating the pressure of 'expected work'.
Best Practice for Sergeants
- Record Keeping: Maintain a simple tracker for the 10-day limit. Exceeding this is a significant HR failure.
- Task Suitability: Ensure the tasks provided for a KIT day are meaningful. Avoid giving menial tasks that don't contribute to professional 'keeping in touch'.
- Wellbeing Check: Use the start of a KIT day for a formal wellbeing/welfare check-in, separate from the work tasks.
Manager's Warning
If an officer works even 15 minutes of an 11th KIT day, their maternity leave and pay are legally terminated. There is no 'grace period' or 'administrative error' defense in UK employment law for this breach. As a manager, you are the gatekeeper of this risk.
Bonus Authority
Advanced Payroll Queries
Q: What happens if I work a KIT day during the 6-week OMP phase?
A: During the first 6 weeks (90% pay phase), a KIT day is financially neutral. You are already being paid nearly your full salary. It is highly unusual to work KIT days this early, but if you do, the force simply pays the remaining 10% for that day.
Q: Can I use KIT days for professional exams (e.g. NIE)?
A: Yes. Sitting a professional exam required for your role is a perfect use of a KIT day. It allows you to maintain career momentum without ending your leave.
Q: Do KIT days affect my annual increments?
A: No. Your increment date is protected during maternity leave. Working a KIT day doesn't 'speed up' or 'slow down' your move to the next pay point.
Q: Can I work for another police force as a KIT day?
A: No. KIT days must be worked for your current employer. Working for another force (even on a temporary basis) would likely terminate your maternity leave and pay.
Q: I am a part-time officer. How is my KIT day paid?
A: You are paid for the hours you work at your substantive hourly rate. If you work 4 hours, you get 4 hours pay (topped up from SMP). However, it still uses 1 of your 10 days.
Q: Can I attend a force internal awards ceremony as a KIT day?
A: Yes, if the force agrees to pay you. It is 'keeping in touch' and participating in the life of the organization.
Q: Does the force have to provide a workstation/equipment?
A: Yes. If they invite you for a KIT day, they must ensure you have the necessary tools to perform the work safely and effectively.
Q: What if the force cancels a planned KIT day last minute?
A: Force Policy varies, but generally, as it's voluntary, there is no 'cancellation fee'. However, if you had paid for childcare, you should argue for reimbursement as a matter of good leadership.
Q: Can I work 10 KIT days, then 10 more for a different child?
A: The 10-day limit is per pregnancy/period of leave. If you have twins, it's still 10 days total for that single period of leave.
Q: Are KIT days pensionable if I am in the 1987 scheme?
A: Yes, but the logic is different. You remain a member of the scheme, and your 'average pensionable pay' would include the KIT day earnings if they fell within the relevant assessment window.
Section 16
Technical Glossary
AWE (Average Weekly Earnings)
The calculation window used to determine SMP entitlement, typically weeks 17-25 of pregnancy.
CARE (Career Average Revalued Earnings)
The current police pension scheme model (2015) where benefits accrue based on actual annual earnings.
Compulsory Maternity Leave
The first 2 weeks immediately following childbirth where work is legally prohibited.
Crown Servant Status
The unique legal standing of police officers which replaces a standard contract of employment with statutory regulations.
Detriment
Unlawful negative treatment or disadvantage (e.g., missed promotion) resulting from exercising leave rights.
NCALT/MLE
The digital learning platforms used for mandatory police training, often completed via KIT days.
OMP (Occupational Maternity Pay)
The specific police-enhanced pay (currently 26 weeks full pay) provided under Police Regulations.
PNB (Police Negotiating Board)
The historic body that agreed the framework for current police family leave conditions.
Qualifying Week
The 15th week before the expected week of childbirth, used to assess SMP eligibility.
SAP (Statutory Adoption Pay)
The statutory minimum payment for officers on adoption leave, mimicking the SMP structure.
SMP (Statutory Maternity Pay)
The government-mandated payment for eligible mothers, currently paid for 39 weeks.
SPLIT Days
Shared Parental Leave In Touch days—effectively KIT days for the Shared Parental Leave framework (20 days total).
Section 17
Legal Deep Dive
The interpretation of 'Keeping In Touch' is not solely at the discretion of the Force. Decades of employment tribunal precedent (often involving NHS trusts and Local Authorities, which share similar public sector duty frameworks) have established that the boundary between 'Reasonable Contact' and 'KIT Work' is defined by the performance of substantive duties.
Key legal principles establish that 'Reasonable Contact' should be limited to administrative discussions concerning the return to work. Any activity where the officer is required to apply their professional knowledge, follow management instructions, or produce output for the force is classified as work and MUST be logged as a KIT day.
Furthermore, the ruling in cases related to 'Equality Act Detriment' clarifies that while the force can refuse a KIT day request, they cannot do so in a discriminatory manner. If male officers are permitted other forms of flexible touch-points but female officers on maternity are refused KIT training, a case for indirect discrimination may arise.
Precedent Risk: The 11th Day Case
There are documented instances where officers have sued for 'Unfair Dismissal' or 'Breach of Contract' after being forced to work an 11th KIT day, only to find their maternity pay stopped by the DWP. The courts have consistently held that the 10-day limit is a statutory 'hard cap' that cannot be waived even by mutual agreement.
Warning: Do not accept 'Voluntary' status for an 11th day. Even if you offer to work it for free, the legal status of your leave is compromised.
Section 13
Regulatory Framework
This guide is constructed based on the following statutory instruments and police-specific guidance. While we strive for absolute accuracy, the primary source should always be your Force Policy and the latest Home Office Gazettes.
Your Journey Doesn't End Here
Understanding KIT days is just one part of the complex financial puzzle of police family leave. Now that you know how to maintain your connection with the force and protect your pay during leave, we highly recommend exploring our Definitive Guide to Police Maternity Pay (2026) to ensure you are maximizing your OMP and SMP phase.
If you are planning your return to work, don't forget to audit your Pension Accrual using our specialist tools to see exactly how your leave has impacted your 2015 CARE projection.
For more niche areas like Paternity rights, Shared Parental Leave, or Divorce and Pension split, return to the Family & Financial Law Hub.
Reference: PP-KIT-2026-V1
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