Apportion holiday when leaving part way though year

sian0265

Hi everyone and hope you are all doing well.

I have handed in my notice, as my dad needs care and my employer wants us back at the office at least part time. My last official day will be 10th August and before I fall out with anyone, I'm looking for advice on how leave carried over from last year should be treated, please?

Our leave year is the typical 1st April-31st March, I get 28 days plus Bank Holidays and I carried over 6.5 days from last year. We are usually expected to use any carried over leave in the first 3 months, though this has not been insisted on as it is our busiest time. Took one day on 1st April, so now 5.5 carried over and have used none from this year. 

The question is - do those 5.5 days sit separate when apportioning leave to be taken in my notice period, or is it all put in the pot together and then apportioned? Our policies do not assist in answering this.

My employer has made it clear that all owed leave must be taken during the notice period, but I don't want to over-take and end up with less pay when I depart. I have asked a tame HR person and they say it all gets lumped together, and asked my union, who say it should be separate and not apportioned. I have not had so much as an acknowledgement of my resignation sent in 2 weeks ago and my manager has not spoken to me since. I accept I am leaving her in the lurch and I did indicate in my resignation that I would be eager to explore any opportunity to remain working from home, even part time, but there are some parts of the job that can no longer be done remotely and I do fully understand that.

I have no gripes about leaving, would just appreciate any advice about the carried over leave. On my calculations (including a substantial amount of TOIL owed), I only have 2 more weeks to work - if carried over is apportioned, it will be a bit longer.

I cannot be the first person this has ever happened to and all advice very much appreciated.
 

Jaybee_16

Those 5.5 days relate to the last leave year and are entirely separate from the current entitlement. Your leave allowance will be apportioned for the period 1 April to 10 August plus 5.5 days.

JamoLew

Just put in separate bookings making it clear which entitlement they belong to

General_Grant

As your full entitlement for the year is 36 days (at least that's how it works when you have Easter holidays only in April).
So the apportionment to 10 August has to be related to 36.
It also means that you will have already taken 4 days (Good Friday, Easter Monday and two Mondays in May).

sian0265

Thank you everyone for your good advice , just what I was looking for. I hadn't even considered that Bank Hols would also be apportioned - something else to add in to the calculation to make sure it is completely accurate .
Our leave booking system does not differentiate between carried forward and this year, so I will put my calculation in an email to my manager and HR and ask that they confirm their agreement to it. I will also work out the decimal hours I will be taking/left with and set that out too, so there can be no argument later. 
Many thanks everyone!

Brie

If you have to take all accrued leave during your notice period then just extend you leave date by that number of days and tell them you will be on holiday from 10th August until.....   Most managers will be happy with that as you provide max time for them to get your replacement up to speed which wouldn't happen if you are taking days off.   

That said....sorry you are in this position.  Is working from home while being a carer not an option?  Even if you had to be in the office say 2 days a week?  I've agreed something like this with my employer but with the understanding I could increase my office time in the future should it become feasible.