Annual Leave - One month to take it...

sammyroser

Personally I wouldn't take the leave if they haven't authorised it. You don't want to risk losing your job.

Maybe one option is to tell them that you will be happy to have the days owed to you carried over? Or to have them bought off you. My dads company refuses to carry over holiday but one year he had to have 3 months off sick (for good reason and there was no issue with this) so they offered to carry over five days holiday and pay him for the rest.

And defiantly keep records of all communication you have had to prove you have made enough effort on your part.

Good luck!

paddedjohn

sammyroser wrote: »

Personally I wouldn't take the leave if they haven't authorised it. You don't want to risk losing your job.

Maybe one option is to tell them that you will be happy to have the days owed to you carried over? Or to have them bought off you. My dads company refuses to carry over holiday but one year he had to have 3 months off sick (for good reason and there was no issue with this) so they offered to carry over five days holiday and pay him for the rest.

And defiantly keep records of all communication you have had to prove you have made enough effort on your part.

Good luck!

With the agreement of the employer you are allowed to carry over upto 1.6 weeks of your min entitlement to the next year, it is not lawful to buy your holidays off you unless its at the termination of employment or due to sick leave.

sammyroser

paddedjohn wrote: »

With the agreement of the employer you are allowed to carry over upto 1.6 weeks of your min entitlement to the next year, it is not lawful to buy your holidays off you unless its at the termination of employment or due to sick leave.

Oh I didn't realise that! Thank you for letting me know.

Morlock

sammyroser wrote: »

And defiantly keep records of all communication you have had to prove you have made enough effort on your part.

I agree, be defiant!

getmore4less

When did you start?
annual holidays?
How many holidays did you get, how many do you have left?

To change holiday years they need to do a defined transition period

One option thay have is the transitional year is Jan 2012 to March 2013. adding 1/4 holidays to the extended year.


I would reitierate in wrinting, what I said before, remind them the the default contract is automatic holiday authorisation if the time runs out, If they don't want you to take those days then they need to allocate alternatives.

Go up the chain bypass your boss, find out what the issue is and offer solutions.


Mind you you have to remember you don't have a year yet so make sure you are not the oly one kicking off.

Peater

How long have you been there?

In some contracts it says you are not allowed to take leave in your probationary period. If it's not, then it's just not 'the done thing' unless it was something booked prior to joining the company.

getmore4less

Peater wrote: »

How long have you been there?

In some contracts it says you are not allowed to take leave in your probationary period. If it's not, then it's just not 'the done thing' unless it was something booked prior to joining the company.

Most of those are probably not enforsable if the end of the holiday year occurs within the period.

Sambucus_Nigra

vindicated wrote: »

Thanks for the replies! Still no joy, what happens if it gets to the last week of march and nothing? Am I legally entitled to take the time off?

Also there was word they may be carried over however the contract states they cannot be, so can I refuse based on the terms of the contract?

Is it going to help by demanding I want the time off as I had my request in some time ago and people who didn't are now getting holiday requests granted and even paid days off authorised for referrals/targets being met etc?! Sounds bloody unfair to be honest!!

Have you actually asked about it?

vindicated

Of course ive asked, with no full response given!

They cant explain why paid days off are given when no holidays can be allocated.

I have six and a half days to take before 31/03/12 however apparently they are now trying to enable people to carry over holidays even though the contract states this cannot be done - so if i couldnt normally carry over holidays at my request then why should i let them do it?!

As far as i can see, I am legally entitled to take the six and a half days before the new holiday year, so i just need a bit of advice on how i go about ensuring i do, i dont want extra days off next year, i need my entitlement this year!

Some people are saying they're just not going to turn up regardless but i want to know where i stand regarding this and whether its a dismissable offence even though ive tried my best to accomodate my employer by putting in holidays as early as possible etc

Basically, correct me if im wrong but I am legally entitled to take my allocation this year and do not have to agree to carrying them over?! And how do i go about enforcing that?

I've created a paper trail and im now following up meetings with an email confirming whats discussed etc - thats hard in itself as im expected to be doing my job and not being offline for extended periods of time.

I will say about the default of contract etc, in fact i mentioned it today but unsure whether it'll make a difference. But im going to reiterate that if its not authorised then according to the contract im technically allowed to take the last week in March

yvonne13_2

OP What have HR said?