New Job Offer Accepted, Double Checking on Honouring Holidays!

Undervalued

Gavin83 wrote: »

Then the employer shouldn't have a single point of failure. What if the person was to leave, or even worse go on long term sick/die suddenly?

I've never had a holiday cancelled before after booking but if it was at the very minimum I'd expect my employer to cover any financial losses I'd incurred for any cancellations, including those for my partner or anyone else going with me. In all honesty it would probably be a deal breaker for me anyway and at the same meeting they cancelled my holiday I'd be handing in my notice. Obviously depends on the reason. If I was just having a few days at home or visiting friends I'd be a little more flexible than if I had a 2 week 5* luxury holiday in the Caribbean.

I have had a holiday request denied in the past and ultimately it ended in me leaving the company. In that situation I decided the holiday was more important to me than the job.



Guess it depends on the role. If it's a fairly generic role then you can afford to be a little demanding. If it's a specialist role with few potential candidates I'm willing to bet you'd be a little more flexible to get the right person for the job. Only an idiotic company would take on an inferior candidate because the better option wanted a week holiday.

You may "expect" that and indeed many employers would do just that regardless of whether they were legally obliged to or not.

As to whether you have a right to that compensation is more complex. The default legal position is that an employer can cancel leave just by giving fairly minimal notice equal to the length of the holiday. So it could be argued that is you commit yourself to costs that you cannot recoup if this happens you do so at your own risk!

Your employment terms and conditions may well give you some additional protection and / or tie the employer to giving greater notice. Also the employer has a duty of care when agreeing to annual leave, particularly if they are made aware of potential cancellation charges. However if there are genuine unforeseen circumstances leading to the cancellation, rather than simple carelessness, then you may have little comeback regarding your losses.

Stylehutz

Gavin83 wrote: »

Guess it depends on the role. If it's a fairly generic role then you can afford to be a little demanding. If it's a specialist role with few potential candidates I'm willing to bet you'd be a little more flexible to get the right person for the job. Only an idiotic company would take on an inferior candidate because the better option wanted a week holiday.

Guess you should address this point to all those who suggest the candidate should mention any confirmed holidays booked at job interview.

andygb

lincroft1710 wrote: »

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

I was photographer at a wedding last year on a Thursday.

Please think outside the box before making snarky comments.

Gavin83

Undervalued wrote: »

You may "expect" that and indeed many employers would do just that regardless of whether they were legally obliged to or not.

As to whether you have a right to that compensation is more complex. The default legal position is that an employer can cancel leave just by giving fairly minimal notice equal to the length of the holiday. So it could be argued that is you commit yourself to costs that you cannot recoup if this happens you do so at your own risk!

Your employment terms and conditions may well give you some additional protection and / or tie the employer to giving greater notice. Also the employer has a duty of care when agreeing to annual leave, particularly if they are made aware of potential cancellation charges. However if there are genuine unforeseen circumstances leading to the cancellation, rather than simple carelessness, then you may have little comeback regarding your losses.

It would make little difference to me anyway. As I said if they wanted me to cancel my booked holiday with no compensation I'd just hand my notice in and wouldn't work the time they wanted anyway. Whatever happened I'd be going on that holiday and wouldn't feel the slightest guilt. If the company want to screw me over I'll screw them back. Respect it probably isn't that simple for most though.

However if someone was that vital to the operation that they had to cancel their holiday you'd expect they'd be unwilling to lose them.

Stylehutz wrote: »

Guess you should address this point to all those who suggest the candidate should mention any confirmed holidays booked at job interview.

The employer should really be asking the question at interview but similarly the employee should raise it too. I'd say they're both equally responsible. However I've no interest in getting pulled into your argument.

lincroft1710

andygb wrote: »

I was photographer at a wedding last year on a Thursday.

Please think outside the box before making snarky comments.

Don't understand your post or its relevance! OP said all their single days were on a SATURDAY, August 17 is not a Saturday. They may have meant August 19. I am perfectly aware weddings don't all take place on a Saturday, as I once got married on a Tuesday.

Original post

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