New Job Offer Accepted, Double Checking on Honouring Holidays!

dillmin

Hi, just after some advice if possible. I've just accepted a Sales job with a New Build House Builder, can't wait to get started. I told them I would gladly accept aslong as they honour my upcoming holidays. AUG 5 (WEDDING), AUG 17 (WEDDING), SEP 11-18 (CENTRE PARCS), OCT 7 (WEDDING). The recruiter went off to speak to the company, an hour later she rings back and states the sales manager will have to double check with the director, as these single days are Saturday's and they are classed as busy days. Unfortunately I now have to wait until Monday and it's driving me round the bend. The recruiter and Sales Manager say it should be ok, but I'm a worrier, should I be worrying?

ohreally

dillmin wrote: »

I'm a worrier, should I be worrying?

You are what you are, no-one here can alter that.

Relax (if you can) and see what develops.

[Deleted User]

You've done the right thing you've told them, you are their ideal candidate, I've known someone been taken on with Christmas booked off at one place where I worked (was the busiest time of year) it worked out because the person did what you've done.

Had a colleague had their notice in only today for 24 hours rather then the month suppose to be given, even though that leaves us short we'll have to cope.

Myself I want to apply to a company knowing my own holiday is more imminent now so I shall just let them know if they offer me an interview.

TELLIT01

If they say they won't honour your holiday commitments you have to decide whether or not it's a job you really want, and if that attitude is a sign of how they will be in the future.

Manxman_in_exile

Just playing Devil's Advocate here (hopefully better to inform the OP).


What if the prospective employer says they will honour these dates but subsequently reneges on this undertaking?


I thought after reading several "holiday" threads on here that employers were able to say "no" if they gave equivalent length of notice to the employee of their refusal as the length of holiday requested.


Apologies if I've got this wrong but I think it might be useful to the OP if the more knowledgeable posters on here could clarify this point.


I agree with keepcalm that already booked holidays should be revealed to prospective employers, but do they hold all the cards?


(Of course, a good employer would not renege).


EDIT: OP, I'm a worrier too, which is why I've posted. I'd want to know where I stood.

getmore4less

By making the holidays a contractual condition on taking the position that overrides statutory notice and any normal contractual conditions.

Manxman_in_exile

getmore4less wrote: »

By making the holidays a contractual condition on taking the position that overrides statutory notice and any normal contractual conditions.

OK - so how does the OP ensure that this is a contractual condition on taking the position if the employer argues otherwise subsequently? I presume(?) they would need something in writing or email?


I am curious as to how, practically, this would be established?

Savvy_Sue

You'd start by asking that those holiday dates should be included in their offer letter. If that didn't happen, you'd be writing to accept their job offer on the understanding that your request to take holiday on the following dates would be honoured. You'd ask for a response to that letter in writing. And you'd work your cotton socks off and not get up anyone's nose in the hope that those leave requests didn't upset anyone important ...

lincroft1710

dillmin wrote: »

I would gladly accept aslong as they honour my upcoming holidays. AUG 5 (WEDDING), AUG 17 (WEDDING), SEP 11-18 (CENTRE PARCS), OCT 7 (WEDDING). the single days are Saturday's

I would re-check your diary/calendar, August 17 is a Thursday not a Saturday.

Stylehutz

Manxman_in_exile wrote: »

Just playing Devil's Advocate here (hopefully better to inform the OP).


What if the prospective employer says they will honour these dates but subsequently reneges on this undertaking?


I thought after reading several "holiday" threads on here that employers were able to say "no" if they gave equivalent length of notice to the employee of their refusal as the length of holiday requested.


Apologies if I've got this wrong but I think it might be useful to the OP if the more knowledgeable posters on here could clarify this point.



I agree with keepcalm that already booked holidays should be revealed to prospective employers, but do they hold all the cards?


(Of course, a good employer would not renege).


EDIT: OP, I'm a worrier too, which is why I've posted. I'd want to know where I stood.

It should be the employers job to ask at interviews if a candidate has any holiday committments. Not the other way round. Instead they would rather ask you at interview Questions like, if you were a biscuit what biscuit would you be?

Undervalued

Stylehutz wrote: »

It should be the employers job to ask at interviews if a candidate has any holiday committments. Not the other way round. Instead they would rather ask you at interview Questions like, if you were a biscuit what biscuit would you be?

Why? An interview is a two way process. Also, an employer needs to be careful about asking questions that could give rise to an accusation of discrimination. Although not specifically prohibited it could be interpreted as a way of digging for information regarding the applicant's family or caring responsibilities.