KIT Days What Do Mums Really Want?
- Sally Brandon
- Aug 17
- 3 min read
Updated: Nov 2
The Importance of KIT Days for a Smooth Transition Back to Work
Picture this: You’re coming back from maternity leave and stepping into the office. Do you want a lukewarm coffee and a vague chat about how things have been ticking along? Or do you want a KIT day that actually makes you feel valued, clued-in, and ready to return? That’s why KIT (Keeping In Touch) days are worth more than just a diary note. When done with intention, they’re the secret sauce to making maternity leave transitions smoother for both mums and managers.
KIT Days: A Golden Opportunity for Everyone
What Are KIT Days?
KIT days, or Keeping In Touch days, are up to 10 days during maternity or adoption leave. They allow an employee to come back into work without officially “ending” their leave. Think of them as little bridges between leave and full return, designed to help everyone adjust.
What Do Mums Really Want From a KIT Day?
Let’s be honest. Mums want more than just coffee and a catch-up. They want:
To feel part of the team again. No one wants to walk in on day one and realise the org chart has been rewritten in their absence.
To use their brain differently. After months of feeding schedules and Calpol measurements, engaging with real work feels refreshing.
To get paid. It’s not the only motivator, but it’s a welcome one.
What Do Managers Really Want From a KIT Day?
Managers aren’t just ticking a box here. The good ones want to:
Do the right thing. Show genuine care for their returner.
Support re-entry. Make the transition smooth, practical, and motivating.
Retain talent. Losing brilliant people because the return is handled badly? Nobody wants that.
How To Use KIT Days With Intention
Here’s the thing: KIT days aren’t about vague agendas and endless coffee chats. They’re about making those hours count. Here’s how to do it effectively:
Update and reconnect: Introduce mums to new hires, shifts in team structure, or big changes so day one doesn’t feel like stepping into a stranger’s office.
Invite fresh perspective: Time away often gives a sharper lens—use that to spark ideas on projects.
Offer expert support: A maternal coach or return-to-work specialist can help tackle childcare gaps, office policies, energy dips, and career goals before the official comeback.
Why KIT Days Matter More Than You Think
I’ve seen how intentional KIT days change everything—not just for the mum, but for the wider team, morale, and retention. Too often, businesses cross their fingers and hope it’ll all work out. But let’s be real: hope is not a strategy.
A few hours of meaningful support can make the difference between a bumpy, stressful return and one that feels exciting, energising, and sustainable.
Where To Start If You’re a Manager
If you’ve got a team member on maternity leave and you’re unsure how to support her return, start with her KIT days. Plan them with care, use them intentionally, and watch how much smoother the re-entry feels for everyone involved.
Creating a Welcoming Environment
When planning KIT days, create a welcoming environment. This means ensuring that the workspace is comfortable and conducive to productive conversations. Encourage team members to engage with the returning mum, making her feel valued and included.
Setting Clear Objectives
Set clear objectives for each KIT day. This could include specific projects to discuss or areas where the returning employee can contribute. Having a clear agenda helps everyone stay focused and makes the time spent together more productive.
Follow-Up After KIT Days
After the KIT days, follow up with the returning employee. Check in to see how she’s feeling about her transition back to work. This shows that you care and are invested in her success.
If you’d like help making those KIT days count, I’m just a message away.
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