Holiday Restriction

bluenoseam

I think you answered your own post in that last post

"I work in retail in a holiday location which from Easter to October is flat out but we all accept that if we want a summer break so will some of our colleagues and it just makes the summer that little bit busier for all. The boss certainly doesn't ban holidays."

You work for possibly one of the few places currently which doesn't ban holidays during the summer - what the hell were you expecting? In a modern market whereby there will be people willing to accept that holidays in July & August are banned. Further to that, I'd say given the sector & location it's perfectly justified, the employer is not banning holiday, he's banning holiday during peak times - that's sensible business.

Rack it up to experience, but I don't see that you have anything to complain about, he outlined their principles, you rejected those principles as they did not match your wishes.

Dangermac

Good grief indeed, :eek: my post certainly pushed your buttons didn't it! I was only expressing my view given my experience working in this industry and never having come across such a strict policy before.

No holiday at Christmas, Easter or Summer? So what if a request for half term holiday is turned down due to it being yet another 'busy' period, where does it stop?[/QUOTE]


It may come as a surprise to you, but different busineses have different needs, and will have different staffing levels.

So, it will depend on the needs of the individual business as to what staffing is required at different times of the year.

As I said, if it doesnt suit your requirements, best not to apply there. Different companies will work in different ways, and their offer of employment may not dovetail with your expectations of what the job should look like

DM

pinkteapot

My company introduced a policy last year whereby we are never allowed to take more than one calendar week off as holiday at a time.

This despite the fact we're in financial services where a lot of companies REQUIRE their employees to take a two week holiday at some point during the year.

The worst part is they don't tell new staff at interview, which I think they should so that people can decide if they still want the job.

Half_way

I know of someone who has often had all their requests for holiday turned down, and as a result usualy has to go without any holiday at all, as the holiday pay/alowance doesnt roll over - its use it or loose it.
They get the bit between Christmas and new years ( as the place shuts down over that period) and bank holidays ( again they shut on those dates) and the remainder has to be aproved and booked, and more often or not its refused ( even the odd day)
For the last few years the aproval is refused, and any outstanding holiday entitlement has been lost.

anamenottaken

Half_way wrote: »

I know of someone who has often had all their requests for holiday turned down, and as a result usualy has to go without any holiday at all, as the holiday pay/alowance doesnt roll over - its use it or loose it.
They get the bit between Christmas and new years ( as the place shuts down over that period) and bank holidays ( again they shut on those dates) and the remainder has to be aproved and booked, and more often or not its refused ( even the odd day)
For the last few years the aproval is refused, and any outstanding holiday entitlement has been lost.

They should keep evidence of all requests for leave and of any refusals. Approaching the end of the year, if holiday has not been approved to take the full entitlement, they should point out that it is not lawful to deny an employee their right to paid leave. Then make a final request for holiday. They need to give twice as much notice of holiday as the length of the holiday to be taken, so ensure that there is time for the holiday to be taken before the end of the holiday year.

Keep evidence of everything.