An employee in my office wants to cancel their holiday and take it another time what should I do?
The expectation is that employee’s will still take the time off for their holiday. Having a rest is important for everyone especially at this time.
Employee’s should only carry forward 5 days holiday at the end of the year.
If due to operational reasons the local manager needs the employee to attend work then in exceptional circumstances they can agree for employee to return to work earlier and take their holiday at another time.
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https://www.royalmailchat.co.uk/communi ... 71&t=94715" onclick="window.open(this.href);return false;
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An employee in my office wants to cancel their holiday and take it another time what should I do?
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POSTMAN
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An employee in my office wants to cancel their holiday and take it another time what should I do?
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
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rogersh
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An employee in my office wants to cancel their holiday and take it another time what should I do?
https://www.gov.uk/government/news/rule ... g-covid-19" onclick="window.open(this.href);return false;POSTMAN wrote:An employee in my office wants to cancel their holiday and take it another time what should I do?
The expectation is that employee’s will still take the time off for their holiday. Having a rest is important for everyone especially at this time.
Employee’s should only carry forward 5 days holiday at the end of the year.
If due to operational reasons the local manager needs the employee to attend work then in exceptional circumstances they can agree for employee to return to work earlier and take their holiday at another time.
2nd post PDF in the Global Announcement...
https://www.royalmailchat.co.uk/communi ... 71&t=94715" onclick="window.open(this.href);return false;
Rules on carrying over annual leave to be relaxed to support key industries during COVID-19
Workers who have not taken all of their statutory annual leave entitlement due to COVID-19 will now be able to carry it over into the next 2 leave years.
Notes to editors
1. The Working Time Regulations 1998 convey a range of health and safety protections on workers, including daily and weekly rest breaks and paid statutory annual leave. Annual leave is granted by regulations 13 and 13A of the Working Time Regulations 1998, giving 4 weeks and 1.6 weeks of annual leave respectively.
2. The 4 weeks of annual leave granted by regulation 13 cannot generally be carried between leave years, with exceptions when a worker cannot take annual leave due to sickness or maternity leave. The 1.6 weeks of annual leave granted by regulation 13A can be carried forward one leave year (but no further) through an agreement between workers and their employers.
5 days, as indicated, has always been my understanding of the maximum you could carry over yet the existing regulations (edited above) state 1.6 weeks (8 days) can be carried over.
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Woody Guthrie
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An employee in my office wants to cancel their holiday and take it another time what should I do?
The discrepancy arises because part of our statutory 28 days annual leave up to 20 years service is made up of Bank Holidays.5 days, as indicated, has always been my understanding of the maximum you could carry over yet the existing regulations (edited above) state 1.6 weeks (8 days) can be carried over
It is possible to carry over Bank Holidays + 5 days but if we allowed members to carry over 8 days plus all Bank Holidays it would result in members having fewer than the minimum 4 weeks in a leave year.
Only dead fish follow the current
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rogersh
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An employee in my office wants to cancel their holiday and take it another time what should I do?
https://www.breathehr.com/resources/holiday-entitlement" onclick="window.open(this.href);return false;
Extract from this link;
Carrying over leave into the next holiday year
Carry over is a term used in relation to annual leave and referring to when an employee has unused holiday that they would like to 'carry over' into the next holiday year. If someone still has five days holiday left, can they carry it over to next year?
Under the EU working time directive employees must get four weeks’ paid leave a year and it must be taken in that leave year or it will be lost. The extra 1.6 weeks (or eight days) available in the UK can be carried over to the following year if you agree to it as an employer.
You can also write in extra leave and what happens around it into an employee's contract. For example, a new trend is to add a couple of days onto an employee's holiday allowance to act as duvet days.
The exception to these rules around carry over is if an individual is unable to take their statutory minimum leave e.g. because of sickness or maternity, in which case it can be carried over to the following year but must be taken within 18 months.
As a business however, it is entirely up to you whether you allow leave to be carried over. Staff wellbeing and morale is important but, at the same time, you don’t want a rush of people all taking extra leave to fit it in and leaving you short-staffed. If employees know they can roll over leave they might also not take adequate breaks throughout the year which research shows can lead to employees feigning illness in order to have time off work and rest.
Extract from this link;
Carrying over leave into the next holiday year
Carry over is a term used in relation to annual leave and referring to when an employee has unused holiday that they would like to 'carry over' into the next holiday year. If someone still has five days holiday left, can they carry it over to next year?
Under the EU working time directive employees must get four weeks’ paid leave a year and it must be taken in that leave year or it will be lost. The extra 1.6 weeks (or eight days) available in the UK can be carried over to the following year if you agree to it as an employer.
You can also write in extra leave and what happens around it into an employee's contract. For example, a new trend is to add a couple of days onto an employee's holiday allowance to act as duvet days.
The exception to these rules around carry over is if an individual is unable to take their statutory minimum leave e.g. because of sickness or maternity, in which case it can be carried over to the following year but must be taken within 18 months.
As a business however, it is entirely up to you whether you allow leave to be carried over. Staff wellbeing and morale is important but, at the same time, you don’t want a rush of people all taking extra leave to fit it in and leaving you short-staffed. If employees know they can roll over leave they might also not take adequate breaks throughout the year which research shows can lead to employees feigning illness in order to have time off work and rest.
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Woody Guthrie
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An employee in my office wants to cancel their holiday and take it another time what should I do?
Yes as I pointed out the discrepancy surrounds our use of Bank Holidays to make up the 28 days statutory leave.
I'll make it clearer.
The statutory minimum is 28 days.
Outside of present exceptional circumstances 20 of those days cannot be carried over.
Our basic on entry provision is 22.5 days with the remainder of our statutory minimum made up of Bank Holidays.
Bank Holidays can be carried over but in order to ensure that no one reduces their allocation below 20 days there is a limit of 5 days placed on your basic provision because if 8 days were allowed it would limit the options available to the business and members when it came to Bank Holidays.
In practice I've never had a problem with the business accepting members carrying more than 5 days as long as they could show that they were compliant with the directive by having at least 20 days annual leave.
I'll make it clearer.
The statutory minimum is 28 days.
Outside of present exceptional circumstances 20 of those days cannot be carried over.
Our basic on entry provision is 22.5 days with the remainder of our statutory minimum made up of Bank Holidays.
Bank Holidays can be carried over but in order to ensure that no one reduces their allocation below 20 days there is a limit of 5 days placed on your basic provision because if 8 days were allowed it would limit the options available to the business and members when it came to Bank Holidays.
In practice I've never had a problem with the business accepting members carrying more than 5 days as long as they could show that they were compliant with the directive by having at least 20 days annual leave.
Only dead fish follow the current
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rogersh
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An employee in my office wants to cancel their holiday and take it another time what should I do?
I was aware that the 8 Bank Holiday days made up the 28 statutory. I assume for a 20 year 6 week (30 day) A/L this would not be an issue as B/H would not be part of the statutory.
I was seeking clarification for a colleague who wanted to carry over some leave for a postponed event.
I was seeking clarification for a colleague who wanted to carry over some leave for a postponed event.
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Woody Guthrie
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An employee in my office wants to cancel their holiday and take it another time what should I do?
The agreement is the same for everyone no matter the length of service to prevent unfair treatment.rogersh wrote: I was seeking clarification for a colleague who wanted to carry over some leave for a postponed event.
At the moment the business policy is that annual leave should be taken as normal so unless he/she has some unallocated leave they will be refused on those grounds. Obviously in these circumstances we have many members who are suffering from 'postponed events'.
Only dead fish follow the current
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rogersh
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An employee in my office wants to cancel their holiday and take it another time what should I do?
Correct & as my provision after 5 years service is 23.5 days & 15 years service would be 26 days.Woody Guthrie wrote:Yes as I pointed out the discrepancy surrounds our use of Bank Holidays to make up the 28 days statutory leave.
Our basic on entry provision is 22.5 days with the remainder of our statutory minimum made up of Bank Holidays.
I was merely pointing out if an employee had provision of 30 days that it would not be necessary to "make up" to 28 days.