0

I've recently been accepted for a job I applied for and will be partaking in my 4 week notice period, but, prior to the job offer I booked 8 working days off (3/4 weeks ago) for August in my current job.

Would that notice period still be four weeks or would I need to add 8 working days on as-well to account for the holiday?

closed as off-topic by Mister Positive, gnat, JasonJ, Dukeling, Chris E Jul 20 '17 at 19:19

This question appears to be off-topic. The users who voted to close gave this specific reason:

  • "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Mister Positive, gnat, JasonJ, Dukeling, Chris E
If this question can be reworded to fit the rules in the help center, please edit the question.

  • 3
    You should ask your HR representative. – Mister Positive Jul 20 '17 at 15:14
  • 1
    The 4 weeks notice can consist of holiday days. This is normal and pretty much expected. You should clear up with your manager in case you're needed at all. – DCON Jul 20 '17 at 15:14
  • @MisterPositive We don't have a HR department, we can only ask the CEO and I want to be delicate about the process before I hand in my notice. – BIW Jul 20 '17 at 15:16
  • 1
    Ah, then I would ask whoever approved your initial time off request. – Mister Positive Jul 20 '17 at 15:16
  • @MisterPositive I'll just find out when I hand my notice in then, thanks. – BIW Jul 20 '17 at 15:17
4

If you still have sufficient holiday days remaining in your adjusted yearly entitlement, then you are entitled to take the time off as originally planned and it would not count against your notice period. Four weeks notice would still be 4 weeks notice, your leaving date would not change.

However - because you're leaving the company mid-way through the year, any holiday entitlement you may get, will be adjusted down on a pro-rata basis. The amount depends on your total entitlement for the year (not including public holidays), so if you get 25 days for the year (as an example), you would accrue approx 2.1 holiday days per month from the start of the holiday year in your organisation. Note: this isn't always January to December, but will be defined within your organisation somewhere, possibly within your employee handbook, if you have one.

So if your holiday year runs from Jan to December, you would accrue 2.1 x 8 (months - Jan-August) = around 17 days holiday. If you've enough days "in the pot", then you can take the 8 working days. If not... you probably won't be able to take all the time off you wanted.

In addition, your employer may ask you to consider not using the holiday if there is a handover period. There is no reason for you to do this, this would be your decision and would generally only be used to smooth any handover process.

This UK Govt guidance may clear up any questions.

  • It is from Jan to Dec and I haven't nearly taken 17 days, thanks for the information – BIW Jul 20 '17 at 19:46
  • Excellent answer - summed up what I was going to write perfectly. – thebluefox Jul 20 '17 at 21:25

Not the answer you're looking for? Browse other questions tagged or ask your own question.