AIBU to think a junior probationer’s month abroad request is unreasonable?

I wouldn't even bother to play some elaborate game with them. 1 they don't have enough leave accrued. 2 they have not followed policy and booked time off before booking the holiday. 3 the breaches of policy alone are enough to mean they have failed their probation as they cannot do their job properly.

They were expecting special treatment in order to take the time off, but they've instead presented you with a fait accompli and, as you've posted OP, they are being manipulative in the way they've approached it. If they had said they would like to take unpaid leave that's one thing. But they haven't.

If you are feeling benevolent, they can take unpaid leave. Otherwise terminate their employment and get in someone who wants to do the job.

You mentioned they are client-facing with one client and that them being away so long would leave the business exposed. If that’s your general setup - you have several staff who assigned to a single customer - what’s your procedure for covering holidays, sickness, or other possibly extended periods when the specific staff member is not available?

If you don’t have one, you need one ASAP.

What is the policy in your company re - leave during probation

It would be a firm no from me. They’ve only been in post 7 months and are already trying to push boundaries, the suggested WFH abroad doesn’t suit the needs of the business. What will other employees think about a probationer given this amount of unpaid leave to galvant abroad? This could open a can of worms if you don’t have a policy in place.

Edited to add it’s not your problem if they lose their money, they shouldn’t have booked it in the first place, it’s a hard lesson to learn for them but the needs of your business come first. They sound incredibly entitled expecting to WFH abroad without even discussing this with you in person.

I am tempted to hard arse it, but they are 25 and would lose thousands.

And? That's their lookout, not yours. They are trying to manipulate you into agreeing, do it once, they will continue to walk all over you.

The job market is brutal at the moment, you'll have no issue finding a replacement.

If I felt they be good at the job long term and it was a pain to find suitable grads in would say they take unpaid leave and you extend their probation. If the skills they have are easily obtainable then I would say no, they need to leave if they want a month off.

the fact that they went and booked it before getting it signed off and agreeing it is ridiculous. Maybe send an email round and remind people they need to get leave or time out the office approved before they book it.

OP, what’s the leave policy where you work? For example, do people run leave requests past their manager?

In future, I’d suggest making clear to the probationer that they need to run all leave requests by you BEFORE booking, and that the leave request hasn’t been granted until you confirm it has. You really want to avoid setting a precedent for this, to avoid them thinking it’s okay to work from abroad whenever they want in future.

In which case you dont have the resources for assessment of risks and tax implications.
A small company can't afford to take risks so there's your answer. Same with taking leave that is not in line with policy.

I'd simply decline.

And if they proceed to go anyway, just say if you fail to turn as expected, then you will be immediately fired.

Not complex at all.

But usually people know to say they've got holiday booked when they go for a job.

Even youngsters will be told that as part of their careers advice from their universities (or just their parents!)

I'd be inclined to give unpaid leave and extend probation. You might be cutting your nose off to spite your face if you let them go - and if you find they are rubbish you can still end their employment at the end of their probation.

I assume it's not an event like a wedding they need to attend (though they wouldn't' need to go for a month - I had a colleague who went to a wedding in Austraia and she went and came back in a week - not idea - but clearly do-able!)

The other option is to say that they need to cut it down to two weeks. They can change their outward or inward flight - yes it will cost them but it's better than losing their job?

When people show you who they are believe them, especially if they are showing this entitled and quite frankly selfish attitude towards the company and that has given them an opportunity. If they are like this in probation ask yourself what will they be like if they were to stay on after. Also think of the impact on the wider team, how they will feel picking up the slack if this person has 4 weeks unpaid leave at short notice. I think it’s a choice between the job and the extended holiday.

You do not want someone with this attitude on your team.
The idea they went for forgiveness rather than permission leaving you worrying that they will lose thousands if you say no just shows the huge gaping chasm between their attitude and yours. Added to that the blatant posting it when you could potentially not see it for more than a week. Throw this one back, there is no way indulging them will make them less likely to do it again when they are harder to get rid of.

I wouldn't dwell on the lost months of training; I'd be looking to the future and the nightmare of managing a 25-year-old with the sense of entitlement of a child.

This person has shown you who they are (e.g., sneaky well-timed emails) and also demonstrated a complete lack of commitment to your business and their future career prospects.

By continuing to employ them and enabling them to gain employment rights I think you're setting yourself up for real trouble and possible financial loss in the future.

I would be happy to get rid of someone with this attitude at the earliest opportunity.

I'd only offer the unpaid leave if you REALLY want to keep them. Most places I've worked are strict on the amount of leave that can be taken during probation anyway, unless there are extenuating circumstances

Gosh OP

Good not to reward CFery of the highest order! but what a pain for you.

I wish I'd had 0.3% of their sheer nerve as an employee 😂

What is your policy regarding leave during probation?

.....the "ex pat contacts" which used to be more common and explicitly allowed a long period of leave every second year or similar

I think that was possibly a leftover from the days before long haul air travel was common. People needed the extended leave in order to travel 'home' and back by sea.

You check your policy and apply it.

Most places require special approval before taking more than two weeks annual leave.

Most places don't allow working from abroad other than in special circumstances.

I would consider approving it as leave but not remote working. If you approve it as leave extend probation by a month and make sure they understand what their entitlement is and what they will be taking as unpaid.

No, this is too much, too soon. Unpaid leave at the most, although this would set a precedent for others in the company, of which this person will be the first to profit off again at any time of their choosing.

They have no sense of reliability or loyalty. Nor of respecting work processes or asking what the leave request process is if they’re not sure.

your trust in them has been broken.

by authorising unpaid extended leave, you are setting a precedent which other employees might see as unfair or decide to take advantage of.

i think you would be wise to tell them either cancel or leave.

Good grief, there are a lot of employers who would take a very dim view of their most established staff booking a trip like that without discussion and approval.

I'd have no qualms in telling them this would be considered unapproved and would expect them to resign. Apart from the obvious inconvenience to the company, if they have the arrogance to assume their behaviour is acceptable at this stage, I'd be worried about what other stunts they'd pull once they'd settled in.