can employers specify when parts of holiday entitlement can be taken?

Transformers

nannytone wrote: »

someone suggested that i say that the LA is changing the way they want records keeping, and it seems like a good way to prevent any bad feeling.
thanks all for your comments

I wouldn't lie to her - that just breaks down trust.

You need to get to grips with the fact you are an employer and that means being able to give feedback etc to employees in an assertive manner.

You are the boss, she is not doing you a favour, she is being paid to deliver a service.

This is why you should avoid employing friends as it is harder to manage behavioural issues.

Angel1234

Phone acas 0300 123 1100

iammumtoone

Transformers wrote: »

I wouldn't lie to her - that just breaks down trust.

If the OP just explains it that she needs to keep a closer record of holidays and she has to take holiday when the OP does as she has found out that she may lose funding if they carry on as they are, that is not a lie, there is a possibility that could happen.

To soften the blow of her taking paid holidays when you do, you could always offer her the option of 2 weeks unpaid holiday to take when she wants to.

Running_On_Empty

Blimey, someone else has also suggested ACAS, I said that way back in post 26... also Nannytone, could you try asking the RNIB? They may have experience, too, but really ACAS should be your first port of call, not here, where you will get some good advice but also some bad advice and problem is, you won't really know which is good and which is bad.

Valli

the fault here (IMO) lies with those who have advised the Op from the outset, including her social worker.

All this could have been avoided had the OP received accurate advice at the outset; or at least been advised who to contact.

Running_On_Empty

She has been advised to contact ACAS, by me and by someone else.

Valli

and?

I'm less than impressed by those who are so quick to criticise the OP despite the fact that she has had advice from her social worker (among others) when setting up the employment of a PA.

jazabelle

People are being harsh here. Yes, it would be great when we have to employ carers if we all fully understood the law, but the fact is you usually have to have quite high care needs of some kind of qualify in the first place, and it can make it difficult to go on training courses (if there are any.)

I'm still getting to grips with my PA I took on at the end of last year. I'm bedbound much of the time, need relatives to look after my finances and for most of the day can't string a sentence together. It's then pretty frightening to have this huge responsibility on you.

I have a payroll company and a social worker, and whenever I ask them anything they say to ask the other one!

There is no training, and unlike nannytone I advertised and took on a complete stranger, and still find it difficult to manage - despite having been a manger in previous roles, as the power dynamic is so vastly different. She sees me at my worst, in the most pain I have, and still have to act like an employer. I understand why people want a familiar face to act in this role.

The OP isn't here saying - how can I scam the system, but - how can I put it right?

Of course there are great things about the system and employing someone directly, but give us a chance to work it all out, as most of us are pretty ill, and haven't chosen as such to become employers - but happen to need care, and that's the new system.