How is requesting four weeks’ unpaid parental leave after starting a new job viewed?

[Tryingtohelp12]

Hi
I’m currently in a FTC that finishes in May so on the look out for something new.

I’ve seen something I’d like to apply for but the issue is the summer holidays would start about 8 weeks after starting. I would need to request 4 weeks unpaid parental leave, as I have 3 children and my wage would not cover the cost of the childcare, plus due to my eldest sen needs he can’t go to a general summer club as it’s too overwhelming and can only go to family or my childminder (she’s known him since before he was 1), and last year she decided to cut down her working hours and only work 2 weeks in the holidays so she is unavailable for a big chunk of summer.

from 6 April requesting parental leave becomes a day 1 right but I just wanted opinions on how it will really be recieved?

They might grant it for November if they fancy you can't guarantee dates

I would see if your child minder could be persuaded to do three weeks at a push, then you and DH both take two weeks annual leave and have one of the three weeks be overlapping so you can all do something nice together for a week.

Presumably depends very much on the sector and the business. I worked for a private accountancy firm and we had a couple of staff do this over the summer as we really seemed to slow down work in august (several partners away for a few weeks etc). Of course there still had to be minimal cover, so it did still depend on your specific team and role.

However I now work in a much more seasonal business and no it would not be practical to have an employee out for a month in august. It’s actually one of our busiest months.

4 weeks in a block is so long too. I’d see if your DH can take 2 weeks annual leave and just go for 2 weeks parental leave or annual leave.

A question often asked during interviews is if any holidays/commitments need to be honoured. That way you can get the request in as it's already booked providing they offer you a job and that they will honour the absence.

Anywhere I've ever worked it hasn't gone down too well when the leadership team help themselves to the prime holiday dates...

I guess it depends on the industry, but OP is talking public sector, which has statistically a high percentage of female staff, who will likely all be wanting the same prime dates, in a year round service, which needs to be covered, so they'll need to be allocated fairly.

Could you ask your partner/family/friend to help out, as it could be difficult for you as you are starting a new job?

I think depends a lot on the sector, my office is like a ghost town in August, as lots of people take leave then due to school holidays. I think just be upfront and ask from the start, if they say no, you know where you stand.

It's becoming a day 1 right to request in the hope that over time opinions will be changed and it will be looked upon more favourably. That is what happens with employee rights, eventually they become run-of-the-mill, as with things like Mat Leave, Paternity Leave, flexible working etc.

And if candidate B who is almost as good doesn't have such a long commitment in the summer holidays suddenly becomes favored candidate OP wont need to worry about this as she won't get offered the job.

There’s a big difference between asking for 1 week within 8 weeks of starting and 4 weeks. This summer you’ll likely be working around others a/l.

Alot depends on the department you’re going into. As a manager, I couldn’t lose one of my team for a solid month. This is why a lot of companies have the maximum of 2 weeks leave at any point rule.

Thanks for the post though. I’m going to move one of my unpaid weeks from later in the year (after my year anniversary) to the summer so my monthly pay isn’t hit in one sitting

I think you can ask for it but they can decline if they can't make it work for operational business reasons. Then you would be stuck.
Why can't your partner take 2 weeks annual leave, child minder 2 weeks, you take 2 weeks annual leave?
Otherwise I would try and get a temp job for a few weeks, take the summer holidays off and look for something you can start in September

Whilst it’s now a day 1 entitlement from the point when you start it doesn’t mean that any workplace has to actually agree it, especially as a 4 week block. A decision would be taken considering you needs and those of the business so I’d be very surprised if they’d hire you and then say but yeah go off for four weeks. It’s not reasonable of you to expect them to go for it either IMO

My issue as an employer would be that you would expect this every year and that would mean that I would be able to give one less member of staff the time off over the holidays. I am a full time working mum (own a business that I am still very much active in). Could you consolidated hours instead? This is what I do- so i took yesterday off but I worked until 9 tonight to make sure that the hours are done

I can’t imagine they’d be thrilled at all. Plus I’d this how you propose to deal with every summer holiday? Perhaps you need a term time job?

It would never be accepted where I work (local authority) for an experienced worker let alone a new starter. We have so much trouble managing minimum staffing levels over the school holidays from paid annual leave entitlement that there is a blanket ban on unpaid leave during any school holidays.

This is permissible as it is due to genuine business reasons & those wanting unpaid leave will always be allowed it, but never in school holiday times as we need minimal staffing levels.

If you are going to be needing all school holidays off going forwards then youy may be best looking for a term time only job.

I think it's really hard to saying without knowing what your expertise is and how much they'd want you.

I work in a specialist area and so have often started a job saying, I've already got this time booked off. But if you're doing a job where there are other applicants, it could be a deal breaker.

I think it helps to view childcare costs not in a per day basis but the basis that allows you to work all the other weeks of the year.

So set it against the annual wage, not daily.

Im my work to get parental leave Annual Leave has to be available. It’s likely for the school holidays annual leave will be full. Maybe best to ask for a delayed start?

This is such a valid point. It’s also not just the OP’s daily salary but her husbands too that should be taken into consideration against the cost of childcare.

Although this particular OP has a child who can’t use a lot of holiday clubs. OP - I remember speaking with a holiday club provider once who advised she could apply for additional funding for a 1-to-1

Sadly they will look at it poorly, and look for someone who is there. It also will make them wonder if you will take a month off every summer holiday. That's a lot to ask an employer to deal with imo.

It does sound like you need a term time only job to fit in with your family life.

And I agree that you can't focus on costs just for the weeks you have to pay for childcare. When mine were little & I worked in the holidays, I made virtually nothing the weeks they went to holidays clubs. But that was only a few weeks a year and overall it was worth it financially.

Do you not have to have one years continuous service before you can apply?

I wonder if it is also a risk - as you’d technically be in probation period and so contract can be terminated if they felt you were not a good fit for the team…..Also agree with others that while you can request it, they may not wish/be able to agree it.
Maybe seek to start in September instead…..

As covered up thread, it’s becoming a day 1 right next week.

Never saw it, just read the ops posts

If it was coming into force next week and I had an employer starting right away and requesting, card would be marked - for sure. If a small company ,doubt they would make it to end of probation. Not saying that's right or wrong, just saying economics