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SuppoRTT

KiT, SPLiT and RTTA Days

What are they?

KiT - Keeping in Touch days
SPLiT - Shared Parental Leave in Touch days

These days are intended for the purpose of facilitating return to work from maternity, adoption, or shared parental leave. They can be used for any activity or work that will enable a trainee to keep in touch with the workplace to support their return to clinical work.

Examples: clinical work, local or regional teaching, speciality-specific training courses, life support courses, conferences, return-to-work courses, hospital induction, e-learning.

The work must be mutually agreed between the trainee and the employer. It may also be possible to use study leave to undertake work deemed appropriate for KiT and SPLiT day usage. Please discuss any ideas with your supervisor.

How many days do you get?
KiT – Maternity and Adoption Leave (primary adopter)
  • Each trainee is entitled to 10 KiT days per maternity or adoption leave.
  • A trainee does not have to use all of their allowance nor is it compulsory to use any days.
  • If you work for part of one day, this will count as a whole KiT day use.
  • Using KiT days will not alter the duration of the trainee's parental leave nor affect their CCT date.
  • KiT days do not need to be used consecutively.
SPLiT - Shared Parental Leave in Touch days
  • Available to BOTH parents taking shared parental leave.
  • Under the Statutory provision, parents taking shared parental leave are entitled to 20 SPLiT days each. These SPLiT days can be taken in addition to the 10 KiT days that the mother is entitled to whilst on maternity leave, this also applies to adoption leave for the primary adopter.
  • For example, a mother who chooses to take 6 months' maternity leave followed by a period of shared parental leave would be entitled to 10 KiT days during her 6 months of maternity leave and a further 20 SPLiT days during shared parental leave. The partner of the mother, also taking shared parental leave is entitled to 20 SPLiT days. The rules surrounding SPLiT days are the same as for KiT days, it is only the number of days which differs.

When can they be used?

  • They may not be used during the two weeks of compulsory maternity and adoption leave immediately after the birth of the baby.
  • KiT and SPLiT days can be taken at any other time during the period of maternity, parental and adoption leave.
  • Whilst 'KiT days' specifically apply only to the statutory maternity and adoption leave period, it is recognised that trainees may wish to undertake similar activities prior to returning to work (such as those relating to Supported Return to Training) outside of the statutory leave period, for instance during their accrued annual leave period. In this case, they will in effect be giving up a day (or more) of this annual leave, so will be entitled to the equivalent number of days back later. They will not receive additional pay.

Pay and time off in lieu for parental leave associated KiT and SPLiT days

  • It is strongly advised that the details regarding pay for KiT and SPLiT days are discussed and agreed by the employee and their employer prior to undertaking them.
  • The employee will be paid at their basic daily rate for the hours worked, less the occupational or statutory maternity, adoption, shared parental leave payments.
  • Pay for a KiT and SPLiT day undertaken by a LTFT trainee should be the same as that of an equivalent grade full-time trainee, basic daily rate for the hours worked.
  • Following the most recent junior doctors contract review, trainees can now claim time back in lieu, to reflect the loss of maternity, adoption, shared parental leave and pay associated with taking KiT and SPLiT days.
  • If a KiT and SPLiT day is worked in the full pay period, the employer will make arrangements to ensure the employee receives a day of paid leave in lieu once the employee has returned to work.
  • If a KiT and SPLiT day is worked on a day of leave in the half pay period, the trainee is entitled to a half day of paid leave in lieu once the employee has returned to work.
  • Course costs incurred can usually be reimbursed by the employing Trust through the individual trainee's study budget, via the usual method for that Trust, but this should be discussed prospectively. We would advise trainees to speak to their Trust before applying for study leave to check local arrangements.
  • Pay for KiT and SPLiT days is from the Trust paying the maternity, shared parental and adoption leave pay, even if the trainee is due to return to work in a different Trust and it has been agreed that the trainee will undertake the KiT and SPLiT days in their new Trust.
  • If a trainee is transferring into a new deanery have issues relating to payment for KiT and SPLiT days from their previous Trust, we would advise you speak to the employer HR Department.

Additional financial considerations

  • If a trainee takes averaged occupational pay for their maternity, shared parental and adoption leave, we advise that they discuss the financial and lieu day reimbursements for KiT and SPLiT days with their employer at their earliest opportunity. Reimbursement should be equitable, but there is no specific NHS Employers guidance on such cases at present.
  • Childcare costs can potentially be more than the KiT and SPLiT day financial remuneration, especially if KiT and SPLiT days are taken early in the parental leave.
  • The NHS Terms and Conditions of Service from the NHS Staff Council states "To enable employees to take up the opportunity to work KIT and SPLiT days, employers should consider the scope for reimbursement of reasonable childcare costs or the provision of childcare facilities". Trainees can apply to their Trust for additional funding to cover this, but its payment lies at the discretion of the employing Trust. (Please see the link below).

Trainees who are transferring into the South West from another region may have issues organising payment for KiT days from their previous Trust. If so, they are advised to seek remuneration via the SuppoRTT programme.

Other considerations

  • Medical indemnity cover may be required if clinical work is to be undertaken. It is suggested that the trainee prospectively arranges this with their usual insurer. The mainstream insurers all have policies relating to KiT and SPLiT day cover.
  • The trainee must have valid DBS clearance if undertaking clinical work.
  • If the trainee has not completed the Trust induction where they are undertaking their KiT and SPLiT days, they must clear the arrangements with HR and only work in a supernumerary capacity. Alternatively, it may be possible to prospectively arrange an honorary contract. This also applies in the case of other relevant activities undertaken prior to returning to work, such as those related to Supported Return to Training.
  • Childcare arrangements are the responsibility of the trainee and can take time to organise.

The NHS Terms and Conditions of Service from The NHS Staff Council on KiT and SPLiT day pay can be found at:

NHS Terms and Conditions of Service

Recent changes released by the BMA as a result of the ongoing revisions to the Junior Doctors' contract can be found at:

Maternity, paternity and adoption leave – BMA

RTTA Days

Supported Return To Training aims to provide equitable support to trainees returning to work from all types of prolonged leave. Return To Training Activity (RTTA) days are KiT equivalent days for non-parental leave returners.

Organisation of Return to Training (RTTA) days

  • It is strongly advised that the details regarding the logistics and organisation of these days is discussed and agreed by the employee and their current and next employers prior to undertaking any them
  • It is hoped that (if applicable) a trainee's current employer will allow the trainee paid leave in order to attend RTTA days

Pay for RTTA days

  • It is strongly advised that the details regarding financial reimbursement of RTTA days is discussed and agreed by the employee and their current and next employers prior to undertaking them
  • For those returning from paid non-clinical work e.g. OOPR, the default is that the current employer will allow the returner to attend these days as a form of paid leave
  • Those only permitted unpaid leave or not in paid work at the time that they take the RTTA day are currently unable to receive a salary-type payment for these days from their returning Trust or from HEE
  • Funding is available to cover expenses and course costs, from SuppoRTT
  • Each RTTA activity will require a separate funding request
  • Requests for funding will be assessed +/- approved by the local SuppoRTT Champion
  • The maximum budget per trainee, per return episode is capped at £600

More information on eligibility and the application process for RTTA funding can be found in the SuppoRTT Funding Guidance:

SuppoRTT funding request guidance

Sick leave associated RTTA days

  • This is a complex issue and will require consideration on an individual basis
  • Most trainees returning from sick leave will undergo a phased return to practice. This will usually involve input from the trainee, their ES, TPD and Occupational Health and the Professional Support Unit

How to apply?


Click to enlarge

It is the trainees responsibility to complete the above form. It is recommended that trainees save a completed PDF copy of the form and email it to the SuppoRTT Champion if there is no response within 10 working days. Funding is not guaranteed until there is SuppoRTT Hub confirmation.

South West RTTA day funding – application form

Further information

Keeping in touch (KIT) days:
  • Basic salary will be paid for each day worked.
  • Time in lieu will be given if the trainee is in receipt of full or half pay at the time of the KIT day.
  • Once the trainee is no longer eligible for KIT days (no longer in receipt of SMP/SAP) they will be able to use Supported Return to Training (SRTT) days instead (see below).
  • Trainees can take a combination of up to 10 combined KIT and / or SRTT days in total.
Shared parental leave in touch (SPLIT) days:
  • Trainees on Shared Parental Leave may wish to apply to do SPLIT days.
  • Basic salary will be paid for each day worked.
  • Time in lieu will be given if the trainee is in receipt of full or half pay at the time of the SPLIT day.
Supported return to training (SRTT) days – Parental Leave:
  • At the end of parental leave, many trainees opt to take a period of unpaid leave. Following this they will commence accrued annual leave. During these periods, trainees can apply to do SRTT days.
  • Working part of one day counts as 1 SRTT day.
  • If the trainee is in the period of unpaid parental leave at the time, they will be paid basic salary for each day worked.
  • If they are in the period of accrued annual leave at the time, they will be given an additional day of annual leave in lieu, to be taken prior to their return to work. Please ensure that any SRTT days to be taken in the accrued annual leave period are applied for ideally 12 weeks, and no later than 8 weeks, prior to the date of the return to training date to ensure communication of the additional days is made to the returning host organisation with sufficient notice.
Supported return to training (SRTT) days – Non-Parental Leave:

Trainees out of training for any other reason (ie. OOP, sick leave) can also apply to do SRTT days. Depending on their circumstances, most will be approved for time back in lieu on their return to work.


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