From: Alan 
Newsgroups: uk.finance uk.legal
Subject: Re: Converting Employees' Surplus Annual Leave into Pay
Date: Sat, 12 Nov 2005 10:35:06 +0000

In message <1131789252.752789.39900@g14g2000cwa.googlegroups.com>, 
fjmd1a@gmail.com wrote
>
>Mr Scummy wrote:
>of the leave year (at Easter).
>>
>> We seem to be left with no option but to simply take large swathes of
>> holiday during the few months, ignoring any impact on project deadlines,
>> but no-one really wants to do this.  When we suggested some form of
>> compensation for at least some of the unused leave, we were told that
>> this can only happen when someone resigns; HR stated that it is not
>> possible *for legal reasons* to pay off unused leave in any other
>> circumstances.
>
>No, its a nonsense. You need to take your 4 weeks per year as per the
>working time directive (which is intended for health & safety reasons),
>but over and above that the employer can do what it likes.
>

In my experience taking your allocated leave during the 12 month period 
makes no difference to deadlines. The holidays should have been factored 
into the resource planning.

If an organisation is so reliant on all of the staff not taking the 
holidays what happens when someone goes sick?

Working without a proper break over a long period often leads to 
inefficiency and could actually be detrimental to the delivery 
deadlines.
-- 
Alan
mailto:news2me_a_2003@amacleod.clara.co.uk