Pre-booked holiday before potential job

Nddlb2

So I have a job interview next week for a permanent full time position as a trainee lab technician with a probationary period of 6 months. If I do get the job (which I hope I do as I have a degree rather than just the basic exam passes they require) I'll be probably starting in the next couple weeks. I do have a family holiday booked for just over 2 weeks mid June though (booked by my parents so no way of changing it because my dad already has the time off work booked), so I was wondering if that would hinder me getting the job or if they are likely to honour the time off? I would be entitled to 21 days of annual leave so it would be within the allocated leave allowance but I'm not sure how it all works. Also if they don't ask in the interview is it best to just bring it up if I get an offer before I accept it?

Torry_Quine

You should definitely mention it at the interview. If you don't they could easily refuse to let you have the time if only mentioned later.

elsien

Ask at the end of the interview if they don’t ask first, but bear in mind that they can still cancel after you start if business needs change.
Depends on the employer but when recruiting I was generally able to oblige. If they really want you, a couple of weeks leave shouldn’t get in the way. 

lisyloo

I would not bring it up immediately in the interview.
I would show enthusiasm for the position, ask some questions that indicate your interest in their business then at then end once you’ve demonstrated your interest and enthusiasm ask them if they’d be willing to honour an existing booked holiday.
usually the answer is yes.

TELLIT01

Anybody recruiting at this time of year should expect people to have summer holidays booked, particularly this year with restrictions be lifted more and more.  I didn't have that many interviews in my working life but I was generally asked if I had any holiday booked.

I agree with lisyloo, raise the holiday question at the end of the interview.  If I had a new starter tell me after they started that they had holiday booked I would (a) be extremely unhappy and (b) assume they had actually booked after accepting the job and were trying it on.

It's entirely possible that the employer would have set up a training / induction package for the new employee and that could be affected by unexpected holiday commitments.  When I started one job there was an 8 week training package which could not be broken up.  Anybody who was not able to attend the entire thing, for any reason, had their employment terminated.

Marcon

Nddlb2 said:

I would be entitled to 21 days of annual leave so it would be within the allocated leave allowance but I'm not sure how it all works. 

The minimum UK holiday entitlement for a full-time worker is 5.6 weeks, which equates to 28 days - but possibly you mean 21 days + bank holidays?

getmore4less

The key is to make it part of the acceptance process to make it contractual and override any company rules and statutory notice to refuse holiday.

There is a window between offer and acceptance to negotiate terms.

Opportunities to raise earlier should be taken.

Depends on the recruitment process there may be multiple windows or none.

Holidays can be changed, you don't have to go many have scope to mitigate if one person can't go.

Nddlb2

Marcon said:

Nddlb2 said:

I would be entitled to 21 days of annual leave so it would be within the allocated leave allowance but I'm not sure how it all works. 

The minimum UK holiday entitlement for a full-time worker is 5.6 weeks, which equates to 28 days - but possibly you mean 21 days + bank holidays?

Yeah its 21 days annual leave + Bank Holidays!

TELLIT01

getmore4less said:

The key is to make it part of the acceptance process to make it contractual and override any company rules and statutory notice to refuse holiday.

There is a window between offer and acceptance to negotiate terms.

Opportunities to raise earlier should be taken.

Depends on the recruitment process there may be multiple windows or none.

Holidays can be changed, you don't have to go many have scope to mitigate if one person can't go.

The job the OP is going for is a long way down the totem pole so there may be little if any scope to negotiate terms.

The holiday is a family one, booked by the OP's father, and the OP has said the dates cannot be changed.  I'm not sure what is being suggested as 'scope for mitigation', maybe drag somebody in off the street to fill the space on their family holiday?

Andy_L

If they say no, will you turn down the job?

If you raise it at interview will it make you less attractive as a candidate compared to someone else?

ETA: what are the pros of mentioning it vs the cons? I don't see much advantage to mentioning it before you start

getmore4less

TELLIT01 said:

getmore4less said:

The key is to make it part of the acceptance process to make it contractual and override any company rules and statutory notice to refuse holiday.

There is a window between offer and acceptance to negotiate terms.

Opportunities to raise earlier should be taken.

Depends on the recruitment process there may be multiple windows or none.

Holidays can be changed, you don't have to go many have scope to mitigate if one person can't go.

The job the OP is going for is a long way down the totem pole so there may be little if any scope to negotiate terms.

The holiday is a family one, booked by the OP's father, and the OP has said the dates cannot be changed.  I'm not sure what is being suggested as 'scope for mitigation', maybe drag somebody in off the street to fill the space on their family holiday?

Dates may be fixed but number of people can change  depends on type of holiday how much that may be and many have a lot more flexibility on changes nearer the actual date many have been free changes  up to 28days before