Employer says I can't take annual leave until i've earned it

Wing126

Started a new job mid March with an American company that has operations in Dublin. 5 days a week, 40 hours a week.



I wanted to take next week off, however my employer says I can't take all of the week off as I haven't earned enough days off yet. I took two days off in June before this.



Literally the first time an employer has refused to allow me time off for this reason.



I know how annual leave is calculated, but has every other company I've worked for just been sound by letting me take days off before I've earned them?

Creamy Goodness

Wing126 wrote: »

I know how annual leave is calculated, but has every other company I've worked for just been sound by letting me take days off before I've earned them?

pretty much, yeah. It's at the employers discretion when you take your holidays the only legal requirement is they give you the statutory amount.

Wing126

Fair enough. Suppose I'll have to deal with it. Thanks!

Gael23

They aren’t legally in the wrong here but any decent employer would let you do it

biko

For long term employees it's usually ok to take in advance.
You're only there a few months though.

Mrs OBumble

Gael23 wrote: »

They aren’t legally in the wrong here but any decent employer would let you do it

Not necessarily. Some employers consider that they are caring for their employees by preventing them from getting into a situation where they owe the company money.

o1s1n

Mrs OBumble wrote: »

Not necessarily. Some employers consider that they are caring for their employees by preventing them from getting into a situation where they owe the company money.

The last thing a multinational corporation thinks of during the new hires process is anything of the sort.

Training new hires and getting them up to speed is extremely important and can be expensive. The more time they are there, the faster this process goes. It's got zero to do with 'caring' for employees hypothetically owing the company money if they leave early.

OP, I've worked for several big US multinationals in my time and was a manager in one for five years, even in the strictest KPI driven environments I haven't see anyone having to earn their leave days before taking them. It's pretty unusual.

caviardreams

OP, if you have been working since mid-March, that's 4.5 months, or 7.5 days leave give or take, if you only took 2 days in June so far, then you should have accrued 5 days imo.

LuasSimon

Mrs OBumble wrote: »

Not necessarily. Some employers consider that they are caring for their employees by preventing them from getting into a situation where they owe the company money.

They can also pay you minimum wage too to make sure you dont have too much disposable income!

Astro127

If you see yourself working there for a good while I would wait a bit longer, or just take unpaid leave if it's in your contract

Ways around it if really want a hoilday, once you can afford to lose a weeks wage .

LuasSimon

LuasSimon wrote: »

They can also pay you minimum wage too to make sure you dont have too much disposable income!

Good job on missing the point there genius.

What that poster was referring to if the new hire left the company after taking unearned holidays. That would be money owed to the Employer.

Mrs OBumble

o1s1n wrote: »

The last thing a multinational corporation thinks of during the new hires process is anything of the sort.

Training new hires and getting them up to speed is extremely important and can be expensive. The more time they are there, the faster this process goes. It's got zero to do with 'caring' for employees hypothetically owing the company money if they leave early.

OP, I've worked for several big US multinationals in my time and was a manager in one for five years, even in the strictest KPI driven environments I haven't see anyone having to earn their leave days before taking them. It's pretty unusual.

I never said I agreed with them.

But I know that some employers have gotten sick of arguing with thick people who took more leave than they accrued, quit, and then don't understand why their final pay was so small. It easiest way to avoid these argument in future is just to say "no leave unless it's accrued". I've worked for a couple who applied this policy.