New employer has rejected holiday

Savvy_Sue

I don't think anyone is disagreeing that in an ideal world the question about booked holidays would have been asked at interview.

But in the real world, the question was NOT asked.

Now, since the new employer does not know that they don't know that the OP's wife has a booked holiday in December ...

and the OP's wife knows that they have a booked holiday in December, and also knows that the new employer does NOT know this ...

who has the most interest in informing the new employer before they start that they would like holiday in December? Who benefits most from asking the question before accepting the job?

I'm asking loaded questions, I know ...

theoretica

CCFC_80 wrote: »

I disagree with most of the replies in this whole thread. Why should the OP have mentioned about her booked holiday in the interview. Shouldn't the incompetent interviewers have mentioned it . I notice not many people are blaming them for not asking a bog standard job interview question.Why volunteer information at an interview that is going to jeopardise yoru chances of getting the job. Perhaps she should have mentioned also about all those days she was off throwing sickies or that disciplinery she faced where she last worked.

The interviewers would ask such a question if it would affect their choice of who to give the job to - I think we agree that that would be a poor idea.

The interview is about the company choosing an employee, and the interviewee selling themselves and deciding if they like the company. Between the job being offered and accepted is the time for any special requests and negotiation.

prowla

As I recall, when I started my current job, I was asked if I had any holiday plans; I replied that I had none specific, but would probably look for a break over the Summer.

It seemed reasonable to me.

YouAsked

CCFC_80 wrote: »

Why should the OP have mentioned about her booked holiday in the interview. Shouldn't the incompetent interviewers have mentioned it . .

Because the OP's wife is the one that currently stands to lose out given the employer has no legal obligation to honour pre-booked holidays. You might think the interviewers were incompetent, but they're not the ones who will potentially lose out on a pre-booked, fully paid for holiday. If a shop assistant shortchanges me, yes, they're incompetent but I lose out. Some count the change into my hand. Some don't. No good me sitting at home later mourning my lost 50p saying "but if they were a good shop assistant they'd have counted it into my hand". I take that cautious approach to most things - something may not be my responsibility but if I lose out if things go pear-shaped then it's in my own best interest to take whatever steps I can to stop it from going pear-shaped.

Re the point around not volunteering information which may reduce chances of getting a job...I'd be very careful about that. It is entirely possible to sack someone for not being open about relevant information which would have meant they were never offered the job in the first place.

TELLIT01

Most interviews I've been involved in, from both sides, conclude with a question along the lines of "Is there anything you would like to ask us?". That's the perfect time to ask the question about pre-booked holidays if the subject hasn't been raised earlier.
The most obvious reasons for not asking the question would be (1) It's not actually been pre-booked (2) The interviewee thinks they will have the company over a barrel if they have been given the job and then announce the holiday on the day they start.

CCFC_80

TELLIT01 wrote: »

Most interviews I've been involved in, from both sides, conclude with a question along the lines of "anything you woulIs there d like to ask us?". That's the perfect time to ask the question about pre-booked holidays if the subject hasn't been raised earlier.
The most obvious reasons for not asking the question would be (1) It's not actually been pre-booked (2) The interviewee thinks they will have the company over a barrel if they have been given the job and then announce the holiday on the day they start.

Option 2 it the most likely which begs why the question isn't asked by the employers in the first place.

My recent employers, it is the priority question to ask employees. Most would rather ask questions like "if you were a biscuit which biscuit would you be? Whats all that about?:

we need to know rotas at least 2 months in advance and can only have 2 people off at a time in most jobs. Wouldn't be impressed if for instance a candidate says they have an immediate long holiday booked. Priority would go to candidates with no booked holiday to avoid disruption

yvonne13_2

OP have you got an updae?

Runningfast

Deleted%20User wrote: »

It's all if your face fits I suppose.

I have known someone walk in, request to leave early on very first day, then slap in a holiday request form for the forbidden Xmas - seemed it was something agreed to at time of job offer.

My current job I only worked there for 3 weeks before I went off for 6 weeks. I mentioned in the interview that I had a holiday booked but didn't mention how long. I put the request in on the first day... I am still there 8 years later

jobbingmusician

(Things were very different 8 years ago, though!)

ScorpiondeRooftrouser

CCFC_80 wrote: »

Option 2 it the most likely which begs why the question isn't asked by the employers in the first place.

My recent employers, it is the priority question to ask employees. Most would rather ask questions like "if you were a biscuit which biscuit would you be? Whats all that about?:

we need to know rotas at least 2 months in advance and can only have 2 people off at a time in most jobs. Wouldn't be impressed if for instance a candidate says they have an immediate long holiday booked. Priority would go to candidates with no booked holiday to avoid disruption

It's not asked by employers all the time because they hold all the cards. They can simply refuse it. The onus is on the potential employee to check as they are the one who is going to lose out. They don't have the employer "over a barrel" at all; they just think they do.