employer has cancelled my pre booked holiday

sangie595

MrsTinks wrote: »

References... your employer can't give you a bad reference...

They could I guess fail to give one though. But if they are this petty then I would question if they would give you one anyway when you resign?

I would speak to the new employer and explain what has happened, explain that there is a possibility that your current employer may refuse to give you a reference as a result. I've employed people a lot and 99% of the time I don't pursue references because it's utterly utterly pointless anyway... previous employers will never tell me someone is late 50% of the time, even if they wanted to they can't. So instead I have 3 month probation on new employees, found that far more productive in helping me find good people.

As others have said, this is absolutely not true! If someone is late half the time, that certainly can go in a reference. But may not be mentioned if the current employer wants to get rid of them! In the very unlikely event someone attempted to sue over a bad reference, there are two defences. The statement is true. The statement is opinion. So I could say that MrsTinks gives bad advice without checking the veracity of what she is saying. That would be true. But I could also say that in my opinion MrsTinks is prone to making factual errors and would make a poor advisor. That is opinion.

ohreally

TyreLever wrote: »

Because his new job offer is on condition that he can provide a good reference.

That's quite an assumption to make.

The only information provided re states "I have a new job", not I possess an offer contingent on conditions.

Savvy_Sue

When I give a holiday request form to my manager, I keep a copy. I also email the manager and others on my team, in case there's a problem I don't know about. It means they'd be hard pressed to deny I'd booked it ...

Blackbeard_of_Perranporth

When I book holiday, I put it in my outlook calendar as out of office, and keep a copy. If my boss is ignorant, he can go and use some facility. I take the time off.

ERICS_MUM

paddedjohn wrote: »

I'm not forced to cover, we get left alone to sort our shifts/holidays out and any cover I provide is overtime. We already get over and above the minimum 19.6 days allowed so it's beneficial to both of us especially this month with nearly £3k overtime coming my way.

Sounds like you've got things sorted to your best advantage. Too right, we all have to get our money how we can. Xx

DCFC79

MrsTinks wrote: »

References... your employer can't give you a bad reference...

They could I guess fail to give one though. But if they are this petty then I would question if they would give you one anyway when you resign?

I would speak to the new employer and explain what has happened, explain that there is a possibility that your current employer may refuse to give you a reference as a result. I've employed people a lot and 99% of the time I don't pursue references because it's utterly utterly pointless anyway... previous employers will never tell me someone is late 50% of the time, even if they wanted to they can't. So instead I have 3 month probation on new employees, found that far more productive in helping me find good people.

Got anything to back up your claim re bad references ?

You can't have as its wrong advice.

Malthusian

sangie595 wrote: »

Sorry. But what you do in your office is irrelevant.

You said that there must be some record of the OP having booked the holiday, so I explained why there might not be. And why what the OP calls the "holiday form" may be an electronic document that can be altered after the fact.

What you do in your office is not how all offices work.

MEM62

dizzydolly wrote: »

I looked at my holiday form and funnily enough it was a new one with no evidence of my booked holiday

Does you holiday request not require approval? Approach whoever approved it and raise the issue.

dori2o

sangie595 wrote: »

If you are saying that they don't pay for untaken holidays, then no, that isn't unlawful. They are obliged to pay for untaken holidays in the current leave year only at the termination of employment. Not otherwise.

I'm not entirely understanding what you are saying. If you have a copy of your holiday form, doesn't that have the original dates on it? There must be some record of you having booked and had approval for the dates?

What is the holiday year? April to March?

That isn't correct.

Everyone employed is entitled to receive the equivalent of 5.6 weeks annual leave, and if they were specifically unable to use that leave due to long term sickness, maternity leave, shared parental leave or pressures of the business (i.e not being able to take leave due to a shortage of staff) then the employer should allow upto 1.6 weeks to be carried forward.

Therefore if an employee has tried to use their leave during the normal leave year,but has been prevented from taking it by the employer, the employer should allow them to carry the days (upto 1.6 weeks) forward. (Or in very limited circumstances, pay them in lieu for the time).

This is to prevent employers using the 'use it or lose it' rule from preventing their employees from taking any annual leave and getting away with not having to suffer the cost of annual leave.

paddedjohn

dori2o wrote: »

That isn't correct.

Everyone employed is entitled to receive the equivalent of 5.6 weeks annual leave, and if they were specifically unable to use that leave due to long term sickness, maternity leave, shared parental leave or pressures of the business (i.e not being able to take leave due to a shortage of staff) then the employer should allow upto 1.6 weeks to be carried forward.

Therefore if an employee has tried to use their leave during the normal leave year,but has been prevented from taking it by the employer, the employer should allow them to carry the days (upto 1.6 weeks) forward. (Or in very limited circumstances, pay them in lieu for the time).

This is to prevent employers using the 'use it or lose it' rule from preventing their employees from taking any annual leave and getting away with not having to suffer the cost of annual leave.

Not quite accurate, if you have been off on the sick/maternity etc then any holidays accrued can be carried over, not just 1.6 weeks.
A maximum of 1.6 weeks can be carried over by any employee wether they have been off sick or not as long as it's with the agreement of both the employer and employee.