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Would be interested to hear what's considered normal and reasonable for booking holiday at work, whilst I'm deciding how grumpy to get about our current policies which seem somewhat inflexible.
Are you allowed to carry unused days over at the year end? Can those carried-over days be used any time in the next 12 months, or is there a time limit? How many of you have the option to buy aditional leave?
Do you think you are asking these questions on your companies intranet site ?
Your basic 28 days including PH is a statutory right. If you have requested AL and it has not been granted then you have the right to carry them over ( but not if you have not requested)
How quickly those carried over days must be used is up to the company - usually just a month or two
If you have not requested AL then you can lose those days - but a decent organisation will make sure you do take them
yes yes yes
all down to your contract that you signed when taking the job
Generally 5 can be carried forward (will be allowed 10 this year) to be used within 3 months. I can buy 5 additional days.
I can carry over 5, (though they're allowing 10 this year) and I can buy 10, I buy 5 every year, next year when the mortgage is gone it'll be 10!
Usually allowed to carry 5 over, must be used in first 1/4 of year after.
This year we're allowed an extra 5 carried over.
In theory our place allows 5 days carry over that have to be taken by the end of March - the VP of the part of the business I work in though has decided he doesn't like that so we aren't allowed to carry over (apart from in exceptional circumstances he authorises).
We are also allowed to buy or sell up to 3 days leave but this needs to be done in December (for the following year), which is crap as it's usually late on in the year I know whether I want to or not (I think when I complained to HR they said it was government requirement, possibly tax related or something). This year though they allowed sell back until end of October (due to Covid screwing up most people's holiday plans) and up to 5 days (which is what I did).
Current company does not allow to be carried over. I just had to book a week off and can't go anywhere 🙁
In my experience, some companies allow a small number to be carried over.
My previous company was forcing employees to take leave because for some strange reason nobody had taken any leave this year. I suspect that a lot of people have more unused holiday than usual.
In normal times, your government mandated leave (20 days + bank holidays) have to be taken in that year. If you get more (25+BH is fairly normal) then the company is giving you these as a perk, and they can set their own rules on what to do with them. I can only carry over 2 of my five bonus days for example.
Covid did allow for some leeway in this though, I think initially intended for those who have a year end on March 31st and got a bit shafted in lockdown 1.
We can carry forward a max of 5 days to be used within a few months, anything more than 10 consecutive days needs approval and can buy/sell up to 3 days per year. This year there's been a push to get people to use their leave during the year rather than everyone saving it then all realising they want to take the last month off to avoid losing their allowance.
Use them or loose them at my work
There is new legislation to cover carrying forward additional Annual Leave
Carrying leave forwards: how new legislation has changed the rules
The government has passed new emergency legislation to ensure businesses have the flexibility they need to respond to the coronavirus pandemic and to protect workers from losing their statutory holiday entitlement (The Working Time (Coronavirus) (Amendment) Regulations 2020, laid before Parliament on 27 March 2020). These regulations enable workers to carry holiday forward where the impact of coronavirus means that it has not been reasonably practicable to take it in the leave year to which it relates.Where it has not been reasonably practicable for the worker to take some or all of the 4 weeks’ holiday due to the effects of coronavirus, the untaken amount may be carried forward into the following 2 leave years. When calculating how much holiday a worker can carry forwards, employers must give workers the opportunity to take any leave that they cannot carry forward before the end of the leave year.
We can't carry over.
Buying additional holiday has just been re-instatd but only 3 days not the original 5.
We get well above the minimum and BHs are on top. Plenty of flexibility as to when these can be booked.
We can carry over 5 to next year, to take anytime, can buy another 5 (I think).
But then, I work for great people. 🙂
PS - loooaaads of people in my team taking leave at the mo, the dirty hoarders!
*We can’t carry over.*
This has backfired on the short sighted muppets in senior management.
people have not been taking their holidays at the usual times and now we have a significant number of staff taking the last two to three weeks of the year off.
As standard can carry over 5 which can be used at anytime during the next year.
Usually can negotiate to carry over a few more as long as it is for leave booked in Jan.
This year can carry over 10.
No facility to buy more.
Get this....
Furloughed employees (who have had all summer off work) can carry over 2 weeks in to next year while those of us that have worked non stop all year keeping the company going are not allowed to carry any over.
At our office we've worked non stop through lockdown and everyone has stacks of holiday left.
We've all been told that we need to take 8 days from our annual leave entitlement at Chrismas so that we all finish on the 18th.
Still have 4 spare days to either use before the 18th or carry in to next year.
As a reward for our hard work during the pandemic we've all been awarded an extra 5 days holiday each for next year.
Contractor here
1. Decide on when to take time off
2. Invite interested parties to a calendar event showing the time I'm taking off
3. Take time off
They say we can't carry leave over but usually let us if we have a good enough reason or are going to use them quickly.
We can buy additional leave but only at certain times of the year, can't remember how many.
Where it has not been reasonably practicable for the worker to take some or all of the 4 weeks’ holiday due to the effects of coronavirus
Its important to note that this only applies where the company has not been able to grant holiday requests e.g. needing all the front line staff they can get their hand on. *Not* where people could have gone on holiday but chose not to because they couldn't go somewhere sunny.
Hopefully c/o approx 15 days into the next leave year. Encouraged to use leave just to get away from the laptop even though we can't go anywhere. I'm inclined to gamble on being able to next year hence the amount.
We can usually carry over a maximum of 5 days that have to be used before the end of March. We can also buy 5 days, but the total carry over/bought days can be no more than 5.
This year it's 10 and they don't need to be used before the end of March, which is good as I have 9 (and I'll be buying the extra 1).
In my experience they have to be taken or lost but within constraints this varies company to company.
Your leave (for a full time employee working 5 or more days per week) is made up of:
4weeks statutory under reg.13 of the Working Time Regulations 1998 (SI 1998/1833) - this 4weeks is 20 days regardless of if you work 5 6 or 7 days a week
1.6 weeks under 13A.
Additional Contractual leave.
As suggested above, under normal circumstances legally your statutory leave under 13 cannot be carried over. Your employer should force you to take this. This year is different and required legislation to allow reg 13 statutory leave to be carried over, by mutual consent. (if your employer won't let you carry it over this year then they must make you take it as in any other year)
Reg 13a leave can, by special arrangement be carried over. This special arrangement is not "it wasn't used, take it next year" it's things like long term sick, maternity etc.
Regulation 13 & 13a leave must under normal circumstances be taken within the year. They're not optional for you or your employer. If your holiday year runs Jan to December and you've taken none prior to mid November your employer cannot refuse to grant your 28 days leave because its akward, you've got to be given the rest of the year off. They can however refuse your Contractual leave and, if you're not contracted to carry out over, you loose it. Equally you should be told to take that same 28days from November to year end by your employer regardless of your not wanting to take it.
Contractual leave can in some cases be carried over. This is entirely down to your contract though. It's discouraged for a few reasons, 1) it's largely an admission that you won't be able to take the holiday you're granted in your contract. 2) you always use your statutory leave first, so you can't use carried over Contractual leave until you've already used your statutory leave, the likelihood there in is you never get to use it. 3) most importantly, holiday shouldn't be seen as a perk or benefit for the most part but as part of staff welfare, allowing people to carry over discourages them from taking leave which is beneficial for their health (eg nothing to do is absolutely not a reason not to take leave, it's not there so you can go to sunny climes, it's there too keep you healthy)
Not allowed to carry over (unless a booked holiday straddles the year)
Not allowed to buy holiday.
Years ago (when I joined) the company offered additional days holiday for long service. This is no longer a part of new contracts and the company actively try to buy back holiday from those who have accrued over 35 days.
Are you allowed to carry unused days over at the year end? Can those carried-over days be used any time in the next 12 months, or is there a time limit?
officially no carryover here in normal times (but there can be exceptions by special approval - and always taken in Q1), this year there is option to carry over 10 days (those 10 days to be used by Sept) where the teams involved were directly involved in covid response work - all the business as usual guys are use it or lose it.
How many of you have the option to buy additional leave?
No, and no option to sell back. HR justification is because the software system doesn't support it. Apparently, I forgot to put my mike on mute when that got explained, "...so once again the capability of the software controls the business rather than the needs of the business dictating the software...". I'm still waiting for the promised "I'll pick this up with you offline" from the HR director.
Would be interested to hear what’s considered normal and reasonable for booking holiday at work, whilst I’m deciding how grumpy to get about our current policies which seem somewhat inflexible.
Whilst there is a lot to be said for the benefits of flexible holiday policies there are problems it causes:
- I've seen people who have so much leave accrued/carried over when they hand in their notice the leave the same day.
- In terms of planning and managing productivity/production - if I can produce 23000 widgets this year by working more, and then next year decide to take the accrued leave so have 4% fewer days.
- Ordinarily people who carry over and people who are using previous years carry over probably cancel out but this year there has been a reluctance to take leave amongst the sun worshipers so next year could be hell if everyone was just allowed to carry over.
- Often those who complain most about not being allowed to carry over leave, are the same people who complain all year about being overworked/getting burned out. Thats not a healthy combination -- if there really is an exceptional issue it might be ok, but if its regular either the person or their workload or the management system needs to change.
- If someone has 10 days unused leave to carry over and you dont "buy them back"* which is the sort of staff friendly policy that's good for retention, then if they hand in their notice in Jan and you don't let them take them at that point you will be paying them for them - this has the irony that you are effectively buying back holidays from staff you aren't keeping whilst refusing to do the same for staff you do want to keep.
* there are rules about buying back, because you must get your stat min hols.
Do you think you are asking these questions on your companies intranet site
Because all business have an intra/extranets... (searches for eyes rolling gif)
generally allowed 3 as a carry over, to be used in january
this year, we're allowed 3 as a carry over, to be used in january
gits
so I'm taking two weeks over xmas, and doing nowt.
That's only in the UK. The rest of the company in Europe are different of course (always a bit annoying to see one of my staff in Paris getting 38 days holiday a year, and I'm scrabbling around trying to eke out my 25). Plus their extra bank holidays of course
Get this….
Furloughed employees (who have had all summer off work) can carry over 2 weeks in to next year while those of us that have worked non stop all year keeping the company going are not allowed to carry any over.
This makes a lot of sense but arguably isn't legal.
Forcing furloughed staff to take leave costs the company money (the company needs to pay their leave). Those at work cost no more on leave than when they're in the office and, more importantly need to take their holiday for their wellbeing.
However, extending contractual change to some staff and not others (doing the same role) isn't acceptable and there is no way that you can argue you *couldn't* allow furloughed staff to take their 13 and 13a leave as they're already not working so they're not essential to the operation of the business.
It's about milking the taxman. Whether you think its worth the fuss it's a different matter and if its actually the difference between the company going bump or not it would be foolish to make a point of it (though I'd be waiting for for my redundancy consultation if the finances are that tight)
We can’t normally carry any days over, but this year due to COVID-19 they’re allowing us to carry up to 5 over into next year, but they must be used by the end of March.
Factory shuts down for the two weeks either side of Christmas & New Year; factory staff have to save enough annual leave to cover this, office staff have to save 3 days (sometimes 4)
Apart from these 3 days between Christmas & New Year, I have 5 days left
Use them or loose them at my work
Lose. Loose doesn't rhyme with use, it rhymes with goose.
I have not worked a full week in ages to use up my holiday days. It will be odd going back to 5 day weeks in January.
Contract says 5 days can be carried forward and up to 5 sold so you could carry forward 5 and then sell 5 of the next year's entitlement for eg.
However I work for a small firm with a decent boss so he sees us right whatever happens. I view this very much as an unwritten perk though and not something I would fall back on if the doodoo hit the spinney windy thing.
can only carry over two days, and currently have 6.5days left to use before the 24th.
realised the other day that I have pretty much carried two days over every year for some time. so going to use them up in the next three weeks for riding/surfing.
all down to you contract but in my case:
a) We can carry 5 over, to be used by March
b) We cannot buy it
c) Direct (sales) line management refuses leave at quarter ends but thats not official and I suspect wouldn't stand up vs HR.
No you can't carry where I work according to the strict wording of our policy and employment contract, but they're reasonably sensible and flexible. What they don't want is you carrying over days and accumulating so you can take a stack all in one year, so usually the rule is that we can bolt them directly on the end of the Christmas holidays, so from the 2nd Jan, or sometimes they might say as long as you take them before Easter or something. Pretty sensible in my experience, but they could at any point say 'sorry use them or lose them' and I'd have to like it or lump it. Which is perfectly understandable as far as I'm concerned - I appreciate the flexibility they might have afforded us in the past and don't look to exploit but appreciate the hammer could come down at any point and we have to work to rule.
People in charge should have been making people take some leave in the lockdown period for their own well-being. If they couldn’t do that because of mega busyness then they should allow some carry over. If they did try and make people book leave and they still didn’t request it I would just make them lose it, maybe carry over a bit but not several weeks.
In my place.
Everyone gets 25 days, plus BH, I get 26 because I'm a moody ****er and kicked up a fuss when we formalised things a few years ago, we used to have a broadly "don't take the piss" rule and some dickhead decided to take the piss and come back from holiday a day late. That dickhead Ladies and Gentlemen was me. I got my dates mixed up and caused all sorts of problems.
Anyway, typically we don't carry over any, but this year was different, that said in March it was a case "we're crazy busy, don't take any leave this year, we'll carry them all over" when I confirmed this last week there was some reluctance from my Boss... hmmm. I'm carrying over 5.
We have some loose rules, in short I don't generally take off the same days as my Boss as we cover each other, the guys who work in other teams have their own loose rules.
When I've worked for big corporate the rules we so complex they had their own mini-site on the Intranet. You got a lot of leave, the least was 26 + BH, but you earned more for long service, within 5-6 years you'd be closer to 30. There was also extra days given to high-stress roles you could book short-notice without having to follow the usual rules, they'd be called Mental Health days now I guess. You could buy more, or even sell your long-service days if you wanted. All the bonus days were conditional, and they could pull them if they wanted, which they occasionally did in times of crisis or if they just wanted to get rid of you. For an arrogant, ruthless Bank there was a very strong Union in place and it was pretty much impossible to get fired unless you did something really grossly wrong and even then... Anyway, cutting your leave was one of the ways they would try to manage people out.
No carry over except for staff who work between Christmas and New Year.
We do get 23-28 days depending on length of service plus 8 BH though.
We can also buy or sell up to five days but cannot go below statutory 28.
Our holiday year runs alongside our financial year & is done in hours. Minimum is 25 days + BH, max for us on the SLT is 33 days + BH. We also run a scheme to reduce lateness & sickness which means you can have an extra Friday off, per calendar month (or stack them up). Works out nicely as it becomes 45 days + BH for me. We can carry over the equivalent of 5 days holiday & 3 Friday CAP days, sell 5 back, or buy 5 extra.
Overall, we're probably the most flexible (and generous) i've experienced. If I ever leave, i'm going to have a real issue going back to a company with a statutory holiday allowance. It's less than half I get now.
I've never worked anywhere that lets you roll them over.
I'm not sure if I can buy extra, but overtime can be traded for time in lieu.
A previous employer would sometimes let you cash in holidays, but it wasn't for all.
25 days + BH's here. You get an extra day each your of service up to 30 + BH's.
I can carry 5 over to next year, to be used any time.
You can buy 5 extra, but no selling of what you have got.
We're encouraged to use them each year, it can be a pain for planning if you have an entire department with 30 days leave to use.
25d plus bank holidays. One extra day per year of service after year 3 up to max of 30d per year.
Normally can carry over up to 5d to be used by end of q1, but this is not contractual, and is not happening this year due to covid.
Can't sell hols, but can take up to 10d per year unpaid leave, without any special arrangement.
Have to book in advance one week for every day you want to take off.
Contractually obliged to take off the 3d between Christmas and New year, unless company tells us otherwise because of a specific client need to work those days.
Carry over 5 and use by end of March.
We can buy and sell up to 5 as well but that must be decided before the year starts.
Usually 5 days but allowed to carry 15 days over this year due to covid, to be used with in the following 12 months.
Has varied hugely at places I have been at. From having to book all the years leave apart froma few days at the start of the year, through to manage it yourself.
Currently able to carry foreard 10 (usually 5) days, although more in exceptional circumstances like a future honeymoon, big birthday etc. No ablility to buy extra or sell it back, unless it is cancelled by work.
Our policy:
- 27 days annual leave
- can buy up to an additional 10 days, straight salary sacrifice. Can only do this in a 2 week benefits period in November for the next cal year ahead.
- carry forward 5 days with approval generally
- if you have a special event like wedding, or there was a business reason why you couldn't take holiday you can carry forward 10 days
This year - no roll forward. They don't want the holiday balance liability IMO. F kin nightmare, everyone is taking random days off at the moment to use up time off.
You want to try being in the fire service system of leave groups!
I once had a guvnor who mysteriously had every Christmas off......
Ours:
You can't carry over leave. This year we've made an exception and staff can carry up to 4 days.
Any dates booked are by agreement and while we try to accommodate all requests, they're not guaranteed. First come, first served.
Leave should be booked relatively evenly over the year to prevent staff burnout, you can't take more than a fortnight without boss's permission.
Time in lieu should be taken within a fortnight of earning it.
Rule No.1 applies on both sides.
Ours tops out at 30 days + BHs once you've done 15 years (which i have next year)
We can carry 5 days over but they should be used in the first 3 months of the following year.
We can also buy up to 5 day extra holiday, but the combination of base allowance, carryover and bought holiday can't come to more than 35 days.
We get TOIL if we're away over a weekend because we don't get paid any extra for travel.
However for the next two years they're letting us carry 10 days over, with no limit on when it needs to be used.
I'm carrying over 8 days so for 2021 i've got 38 days + BH.
I think ours is pretty reasonable - i've never been denied a holiday request in 15 years, and that includes a couple of 3 week summer breaks.
Posties were supposed to have been able to book their Apr21-Mar22 leave by the end of October, normally we can roll over up to five days but that curently might be different due to the pandemic, 22.5 days pro rata + BH basic (plus extra for long service and can top up leave to six weeks + BH by weekly wage deduction).
With a few exceptions, full-time workers are allowed 28 days leave by statute. They must be allowed the opportunity to take this leave.
There is no obligation for a company to allow the employees to dictate when they take their leave. Ie, leave requests can be refused and they can be mandated ("you're off on the 15th") so long as you get the chance to have time off at some point.
The Working Time Directive, as recently amended for coronavirus circumstances, allows you to carry forward up to ten days for up to two years. A company cannot legally just take these away from you, it is a statutory requirement, however as per the previous paragraph they can force you to take them.
Government guidance for giving notice states twice the leave time plus one day. So if you wanted two days' leave, you'd give five day notice. In practice though your employment contract trumps this. If an employer wants to cancel booked leave then they have to give plus one day, so for example five days' leave would require six days' notice to cancel.
Use them or loose them at my work
In my experience they have to be taken or lost
Then both of your employers are breaking the law.
Legalities aside, now for the anecdotes.
Our official policy for leave requests is two weeks notice. In practice I've worked here for, what, 14 years now I think, under multiple different managers over the years and not one of them has ever had a problem with "sorry for the late notice but something's come up, can I take tomorrow off please?" I've had a leave request refused precisely once and it was in exceptional circumstances.
Leave entitlement is as per statute. We have a window annually where we can buy up to an additional five days. We used to be able to sell up to five as well, but I don't think that's lawful any more. I don't recall seeing it this year, anyway.