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Never had this before – our holiday year ends on 31 December annually and contracts state that holiday entitlement cannot be carried over into the subsequent year. However we have a member of staff that has just handed in a sick note until 27 December but has three days of holiday booked in. I know that a period of sickness during booked holiday means an employee can take the holiday as sick leave, but if this employee did that, they would still have holiday remaining on 31 December that can't be carried over – or should it be? I can only find rules regarding 'long term sickness' (that favours the employee) but not for this situation.
I'd expect management discretion to carry over the leave.
Unless the staff member wants to use leave rather have a sick record - wrong, but it happens.
Depends what the "Normal prodcedure" would be.
We have a no carry over policy as well, but in reality we'll agree to up to 3 days taken in fist Qtr of following year, just to cover off this sort of scenario
Would think it depends on whether the policy strictly prohibits the carrying over. If they've handed in a sick note it sounds like they think they could carry it over otherwise why you would bother to supply a sick note if it weren't needed. I know our policy states we can carry 10% over and anything more is at discretion of line manager.
Been here before with my staff. The right thing to do is allow carry-over. These policies (and circumstances that fall outside of policy) require human intervention and a decent level of empathy. Only you will know whether your organisation can support that. In my company. authorisation for A/L carry-over went on my recommendation, plus needed a VP to approve the 'unusual circumstances' carry-over. I did however purposely drive it through the one HR bod who seems to have empathy. I suspect if I went to a couple of her colleagues I would have got the usual 'computer says no' response.
Thank all - I have managed to find something else on gov.uk that suggests it should be allowed to be carried over too so that's what will be happening. Ta.
Depends on contract but you can only loses contracted holiday hours if YOU refuse to take it. If it has been impossible to arrange for whatever reason then you must get that leave no matter what the workplace policies are.
but if this employee did that, they would still have holiday remaining on 31 December that can’t be carried over – or should it be?
They would have to get that holiday somehow - its a contractual right. However as a manager I would be looking very closely at that as it is rather suspicious on the surface
A lot depends on your contract
Allow carry over (or pay it up if employee happy with that).
db
(HR person)
(currently off sick)
I've been given the option of carry over or payment for holiday, which is very handy when sick over Christmas with no overtime or pay has reduced or on SSP.
Being sick can get expensive fast, Taxi's, Prescriptions, food deliveries when cooking becomes a problem and increased heating/electric bills.