ML holiday

[RibenaBabe]

When I went to work on a kit day I discussed my holiday owed after being on ML. I told them that I had 20 days. This was my 2014 holiday that I had not used before going on ML. I had forgotten that I would accumulate holiday for the 1st 3 months of 2015. I am going to go back part time, I have a 3 month review period before it becomes a permanent.

this 2015 holiday on ML, which I should accumulate at full time rate? can I use this when I return to work part time? Or do I need to tag it on to the end of ML? Because of going part time I wasn't sure if I was essentially ending 1 contract and starting another, (I haven't been givin a new contract) I didn't want to loose this holiday. Our holiday year runs jan to jan. I was planning on emailing v.soon, but DP thinks I should leave it and I'm being cheeky.

Maybe I'm over thinking this but Any thoughts welcome, thanks.

Are you sure you have got 20 days left from 2014, in our company we allow a maximum carry over of five days from one year to the next which ian by most people take the hols before going on mat leave.
Whether your holiday is pro rata for 2015 depends on the date that the reduction in hours is effective from. Whether it is from your return date or from 1 St jan.
in our business you wouldn't necessarily get a new contract you would get a variation of terms letter stating news ours, salary and benefits.
If they have written to you, ask them to out the new arrangements in writing.

I returned to work part time and had all the unused and accrued AL to use at my discretion. But that's how my firm ran things.

If your contract is ended and a new one started then I, personally, would either expect
-to use up all owed holidays before contract terminates

• be paid out for any under AL in last pay check

Speak to your HR department as they will advise which way will work best for you and their policies

You can carry it over since you've been on mat leave. Generally companies prefer that you tack it onto the end of your mat leave otherwise its disruptive. They can specify when you take it so you need to ask them.

If they allow you to take it later in the holiday year they will probably convert it to hours.

Normally, your new part-time hours only start once your ML has ended, therefore you accrue holiday at the rate that you were working before your ML (full-time in this case), and then it drops to your part-time pro-rata once you return.

Also, you wouldn't be starting a new contract with your part-time hours as such, your current contract is just changing - at our place you would get a variation to contract stating your new hours and rate of pay, and holiday entitlement.

I agree that generally it is preferable to tag the accrued leave to the end of your ML, or use it a couple of days/wk to phase your return - you need to think about which you would prefer then discuss it with your line manager.

You can carry holidays over when you are on maternity leave so you will be entitled to all of your 2014 accrued (yet untaken) holidays. You will also be able to any accrued holidays in 2015, whether you chose to take them before you go back or after. You will get these at your full-time rate. Once you go back you holidays you will then begin to accrue holidays based on your part-time hours.
As a mum, I would say to keep some in storage, incase your child is poorly or for unexpected childcare issues!

Thanks for the replies, I currently am using up my 2014 holiday so that's all sorted with HR it's just the 2015 hoilday. Because of it being accumulated during 2015 ML I wasn't sure if it all had to be taken at the end. I was in more of your mind JobofMum that if I could use if for emergencies that would be best. I just wasn't sure if it was worth an email to confirm, as I'd forgotten about the 2015 holiday when we were discussing it previously with HR.