Probation of 3 months

DBGage

I'm starting with a new company on the 1st of May which includes a 3 month probation period.

I haven't been on holiday this year as I was made redundant in October.

This probation period will take me to the end of July.

My girlfriend is a teacher so if we were to go on holiday it would have to be between July and the end of August.

My question is can I go on holiday during my probation period?

Or is it really cheeky to ask as soon as you have finished it?

Jobseeeker

well you have a certain amount of holidays per year you have to take them at some point. just get the three month probation period out the way then ask about the holiday situation, if they say no theres too many people off that week no big deal they wont sack you

getmore4less

Have an open discusion about policies and proceedures, booking holiday sick policy, overtime, TOIL, disiplinary, goal setting, performance etc.

As part of that you discuss the issue that your partner has specific holiday periods and as much as possible you would like to have your holidays during those periods.

mozzie1

First, congrats on the new job.
Partly depends on whether the company sorts out holidays as a leave year entitlement or on an accrued basis. You may have only accrued a certain number of holiday days as you will have only worked for 3/4 months by July/August... This means you may only be entitled to a certain number of days off at that point. Do you need a 1 week or 2 week holiday? The number of days you are entitled to by July may be less... take a look at gov.uk and holiday entitlement which explains how both systems work. Then check with your new employer which system they run. Hopefully they have an induction programme and after a few days, once you have a rapport with your manager, you can explain about needing holidays where possible within certain months. Most good employers will understand and will come to some arrangement if they can.

duchy

My company doesn't allow new hires to take holiday during probation -except very exceptional circumstances (wanting to match leave with a partner wouldn't qualify) however there is nothing to stop you booking leave now for August (assuming slots are still available at such a popular time).

Talk to your manager-it's a very normal question but needs knowledge of your specific company's policies to answer.

anamenottaken

You need to know what your employer's policy is on leave. If the details are not given voluntarily in the first week, you may want to wait a little before broaching the subject - depends on how you feel about your rapport with your manager.

Taking a fortnight out of the end of your probation period may not be a problem - as long as your work is satisfactory and it isn't a particularly busy time of year when all staff have restrictions on how much they can take in the period.

Quite often probationary periods are just a formality and aren't an issue except where conditions of employment change once probation is completed. For example a company sick pay scheme may come into effect after probation.

DBGage

It says on my terms and conditions of employment that on my first year of work my holiday will be accrued on a pro rata basis.

Then it goes onto say you shall only be permitted to take such leave as has accrued.

I guess it means no holiday for me this year!

getmore4less

DBGage wrote: »

It says on my terms and conditions of employment that on my first year of work my holiday will be accrued on a pro rata basis.

Then it goes onto say you shall only be permitted to take such leave as has accrued.

I guess it means no holiday for me this year!

This can't work in practice, because if the holiday can't be taken till it accrues then you bump up against the end of holiday year so some of it has to be taken before it accrues.

or the holiday needs to be taken at a time that is not convenient for the business.

have chat how they actualy work the holidays.

notanewuser

DBGage wrote: »

It says on my terms and conditions of employment that on my first year of work my holiday will be accrued on a pro rata basis.

Then it goes onto say you shall only be permitted to take such leave as has accrued.

I guess it means no holiday for me this year!

Is there something wrong with October half term?

[Deleted User]

Sorry OP surprised this wasn't asked or bought up in your interview with getting closer to the summer warmer (ahem!) weather..., though maybe I've had luxury where it has been noted in job discriptions even how soon I would be able to take time of if not asked at interview stage!!, so just ask as soon as you can least you'll know the score and there maybe a way round it, you never know!

anamenottaken

getmore4less wrote: »

This can't work in practice, because if the holiday can't be taken till it accrues then you bump up against the end of holiday year so some of it has to be taken before it accrues.

or the holiday needs to be taken at a time that is not convenient for the business.

have chat how they actualy work the holidays.

It most certainly can - and does - work in practice in many companies.

Note that the accrual principle is applied in the first year of employment only. This is legal.

Note it is for the first year of employment only, not the first holiday year. Unless the company also operates individual holiday years from date of employment, there won't be a problem of hitting the end of the holiday year and having to take the holiday - holiday can be carried beyond the first anniversary of starting employment and can be taken after it has accrued but not before (until 1 May 2014).

If the holiday year is ending within the first year of employment and there are a few days accrued, they can be taken - and remember that the employer can specify exactly when holiday can be taken (in any year).

It would be unwise for any employer to have a holiday year which ended in their busy period if they also operated on the accrual principle with no flexibility.