Annual Leave

DavidM · Post by **DavidM** » 01 Dec 2016, 00:04

What is the annual leave for full time employee of 11 years please?

and what happens if you have leave remaining and want to take them but told you can't and have to carry them over. So many of us lose our leave because there is not enough staff to cover all of the annual leave entitlement.

Creditshampoo · Post by **Creditshampoo** » 01 Dec 2016, 10:21

Its an Entitlement. Its not something royal mail can choose to take from you.

Post by **97gaz** » 01 Dec 2016, 18:01

korky · Post by **korky** » 01 Dec 2016, 18:07

you cannot "lose" it, some can be carried forward, if they won't then just demand it that year, it's illegal to withhold it.
make sure to get print outs as days may disappear

Post by **TrueBlueTerrier** » 01 Dec 2016, 18:17

make changes as appropriate

gargoyle900 wrote:Feel free to use this example as a template.......

Delivery office manager

Xxx delivery office

08/01/2014

Ref: Complaint about annual leave allocation April 2013 to March 2014

Dear Sir

Please accept my apologies in bringing this matter to your attention, but I feel a more formal approach is now needed off the record. It has become apparent that it is now an impossibility for me to book my statutory annual leave entitlement due to operational needs. This approach I believe is in contravention of my contract of employment and the express terms enclosed within that contract.

Statutory provision dictates that the employer does not have to agree to a particular leave request, but the employer must allow you to take your holiday at some stage before the annual leave year expires. A full-time employee is entitled to a statutory minimum of 28 days leave a year. Part-time workers receive a pro-rata entitlement. The Working Time Regulations, specific regulation 13(1) guarantees this right.

The way Forward agreement stipulates that a maximum of 5 days entitlement may be carried over by mutual agreement. Paid holiday entitlement is not a bonus granted by an employer, it is a legal entitlement to a break from the working environment. I have always stated that I am prepared to give adequate notice on my leave request, but this has also been declined.

I need to bring to the attention of the business that an employee can bring a claim to the Employment Tribunal Service under Regulation 30(a) that they have been refused the right to exercise their entitlement to annual leave under Regulation 13 and/or 13A.

This letter is an informal request as to an explanation as to why my request for statutory annual leave entitlement has been declined. As this is a statutory right, commercial or operational considerations do not apply in refusing that right. If the reasons given are reasonable and in accordance with English law, I will be more than happy to discuss this matter further for mutual benefit.

I respectfully request a meeting within 7 days of receipt to clarify the points raised.

Yours respectfully

fishtank · Post by **fishtank** » 01 Dec 2016, 19:57

These letters threatening an employment tribunal are dangerous, not based on facts and pretty pointless, statutory entitlement is 28 days but includes bank holidays which takes it down to 18 days, our extra entitlement is contractually protected but before you can go anywhere near a tribunal which will involve significant upfront costs you have to first exhaust any internal grievance procedure.

Where are the reps in these offices?

Post by **Pathfinder** » 01 Dec 2016, 20:06

Do HR have an exact number or do we just have to go by the DIMs numbers for holidays left?

fishtank · Post by **fishtank** » 01 Dec 2016, 20:44

Pathfinder wrote:Do HR have an exact number or do we just have to go by the DIMs numbers for holidays left?

The PSP system has the exact number, ask for a copy.