Hi there,
Last July, I was given advance warning that my (>4,000 employees) employer would be carrying out a restructure which may result in redundancies.
I was given "advance warning" along with the more senior staff as one change led to my line manager retiring - otherwise the plan would have been that employees on my grade would be told of the restructure in September, with an aim to beginning the process in December.
As a result I decided not to use any 2016 holiday from July - leaving 21 days of leave.
When the results of the restructure were announced in December, I was advised (as half expected) that my role was at risk of redundancy.
Now, in 2017, redundancy has been confirmed. However the employer is saying that their leave policy - only allowing 5 days leave to be carried over - means that the untaken 16 days from 2016 is lost.
A little digging suggests that while employers can enforce such a policy when employment continues, they cannot use it to "disappear" holiday in the event of termination of employment.
Also is there an onus on the employer to ensure employees take leave within the leave year under the Working Time Directive ?
I have queried this with the employer, and been told "rules is rules", which is true. But rules can't trump employment law.
For 16 days leave - c £1,000 wages - is this a battle worth fighting, or is there enough grey area to make it a question of discretion being the better part of valour ?
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Untaken holiday "lost" on redundancy - legalities
10 replies
TodaysNameChange · 26/01/2017 10:16
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