(Work related) for wanting to use my AL for childcare?

I suppose it depends on your type of business and team set up.

I did have an agreement with a previous employer that worked well for years - I worked regular extra hours in term time that I could take as time in lieu during school holidays. It worked fine as holidays tended to be quieter anyway, and jobs were assigned to individuals rather than teams so it didn't effect anyone else. As they knew the situation well in advance work could be assigned appropriately.

In my current role I'm having two weeks running of working half a week during the school holidays this year. I work completely alone and can plan my own workload, so know it won't be an issue. If it affected when my colleagues could take time off then I would reconsider

Your employer cannot dictate what you do on your annual leave days, but they can absolutely dictate when you take them.

Indirect sex discrimination would be a reach here.

It’s not that the OP wants to use leave, it’s the impact it has on others if she uses it in this way. If she wants to push it, she can raise a grievance but that’s unlikely to be concluded by the end of the summer holidays.

They absolutely can dictate when you use your annual leave.

Again, your employer cannot dictate how you use your annual leave.

And OPs employer is skirting sex discrimination.

We wouldn't allow it. Childcare is for working parents to use. Usually loads holiday clubs around

Being a parent is not a protected characteristic.

If OP having 2 days off a week means others can’t take leave then that’s a reasonable reason to decline it.

The employer is not responsible for accommodating childcare needs. Many will, but they are not legally obliged to in any way.

It is discrimination against parents to say childcare isn’t a good enough reason for AL.

being a parent is not a protected characteristic.

That’s to be taken in week-long blocks with dates agreed with the employer.

Also possibly disability and sex discrimination added to the claim as well.

Totally agree with this ! Also, I'm sure people who don't get paid sick leave get sick certificates for work related stress (separate issue)

Everyone has the same amount of annual leave so really it's not unreasonable to take it in whichever pattern you want whenever you want as long as their is sufficient cover.
So cant see the issue with taking 2days each week for 5 weeks as opposed to a solid block of 2 weeks. It's the same amount of leave.
I my work place this wouldn't be that uncommon but I think some managers may frown on it.
Sounds like a new manager thing, as in worried about workload /impact

My employer would jump at the chance of this. It is quiet over the summer so the best time to take leave and wouldn't be disruptive to the business as I'd be around each week. Can you ask them what would be acceptable?

It depends on the size of the team and level of cover required. I wouldn’t authorise it for my team as it would effectively stop anybody from taking full weeks off. In a bigger team or if there wasn’t a minimum amount if cover needed then it wouldn’t be an issue.

It really frustrates me when I see people write “go off with stress” “get a Drs note” etc
No wonder some businesses struggle, there is such a sense of entitlement coming from some people.

Firstly, true stress is a horrible thing. I have seen competent, happy people turn into mere shells of themselves through genuine stress and have seen it lead to attempted suicide. Don’t trivialise it!

Secondly, it is never a good idea to go sick if you aren’t. Despite a pp poster confidently saying they would put in an unfair dismissal case if they got sacked for a sick note it’s not that easy! Companies have the right to manage absence and it could result in a warning which, should you genuinely be sick at later dates as well, could result in dismissal for capability. That’s not unfair dismissal!
(and yes, this can still happen for stress related issues as long as the company has made any necessary reasonable adjustments first)

Companies also have a duty of care to their employees and I have seen cases where a manager has not been given additional opportunities as the company have been concerned about their previous mental health issues and have treated it as a “reasonable adjustment” not to put more “pressure” on them.

if you genuinely think having the time off will work then you do it professionally.
Firstly, consider what their concerns are properly. Then write down exactly how it would work. Could you agree to be at the end of the phone if needed? Could you agree to a half hour zoom meeting in morning and evening? (Taking this hour off your holiday entitlement) Without knowing the nature of your work it’s difficult to help.

Then present the whole plan in writing for reconsideration. This would have been better as a temporary flexible working request as, if it works from a business view,, would have been harder for the company to say no. However, due to the timescales involved in flexible working requests you haven’t given enough notice and they can drag it out. However, if they will accept it I would probably still do it that way. This also allows them to accept it without setting a precedent for allowing part weeks booked for holiday (if that’s their policy)

Alternatively put it in as a written grievance. NOT because they’ve said no, that’s not the main argument. Your grievance would be based on the fact that they haven’t considered it fully and properly and that they haven’t looked how it would work. Your grievance would include your written plan to ensure the work was covered and they would need to answer why this wouldn’t work.

If I have read this right, As a manager myself, I would prefer this option to parental leave as your annual leave would still need to be used at some point. if they are saying you are too valuable to be out of the business, adding 5 weeks of leave in addition to AL does not make sense.

Some companies much prefer people to take odd days off rather than a full week as it's easier to cover them.
Monday is already her non working day and her latest request was only for two extra half days. It can't be difficult to cover that.
Also it makes no sense to say no one else will ne able to take time off as they have suggested she puts in a request for flexible working for five weeks. If they grant that she will be off during those days anyway.

This is such bad advice.

The "asshole" manager will no doubt deal with the OP's absence, no matter how inconvenient it might be, but the OP's professional credibility will be completely destroyed if she fakes sickness in response to a declined request for annual leave. Throwing your toys out of the pram is never a good look in a professional environment.

Fuck it, go off sick with work related stress and see how your asshole manager deals with things then!

It wouldn't be allowed with us either. Whole weeks are taken for holiday but there is usually some flexibility for the odd day for a boiler service or training .

Well you have to be able to take leave

So when do they suggest ?

I'm doing something similar to this over the summer, but then more than one person can take AL at the same time, so no one would be prevented for taking a week off. It's first come, first served. I've never had AL refused in 17 years.

The OP hasn't asked for flexible working, though. She has put in an annual leave request which many employers would have to refuse. She has been advised to put in a flexible working request but it seems clear that she hasn't done it yet.

I'm guessing you're not that bothered about keeping your job, then.

Sorry why does your employer get to decide what is a good enough reason for annual leave? You can take annual leave for whatever reason you want. Saying you can't take it for childcare is discriminatory, especially if you are the only parent there.

I hope you've got that in writing OP.