Change of Shift in work

tidusjar

tidusjar

tidusjar

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My misses has had her shift pattern changed at work recently (Disabled children care worker).

Now we are going on holidays on the 27th until 1st. She was off on 27,28,29 and booked the 30th and the 1st off work.

Now because her new shift she is suppose to be working on 27,28,29. She can't because we are going on holidays, she didn't know about the shift change until after she booked it off.

Anything she can do?
 
Does she work full time? Days booked off as 'holiday days' are booked in advance and are therefore non-changeable, certainly at my workplace (where shift changes occur frequently).
 
Burnsy2023 said:
Has she talked to her manager about this?
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should have put that in OP sorry,

She has spoken to her manager but he is basically saying she cannot take the weekend off because she has taken too much time off lately. So she will have to take it off unpaid basically.

AmyS said:
Does she work full time? Days booked off as 'holiday days' are booked in advance and are therefore non-changeable, certainly at my workplace (where shift changes occur frequently).
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Yes she does and that is what is it like at my workplace (without the shift changes).
 
So she can have the time off but as unpaid leave, although to my mind if they agreed to it and she had no way of knowing what the new shifts were then they don't have a leg to stand on.

Boils down to her contract though.
 
tidusjar said:
She has spoken to her manager but he is basically saying she cannot take the weekend off because she has taken too much time off lately. So she will have to take it off unpaid basically.
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That is utter ****. If the holiday days were booked sufficiently in advance and approved in whatever system they use, then she is entitled to take them, paid as per contract.

The fact that the days have shifted around doesn't matter. That was not her doing, nor her problem. In booking the original days, she guaranteed a certain block of absence. With the shift change, the holiday days should be reasonably expected to shift in order to provide the same block of absence. It's a management failure, not hers, and she is entitled to the benefits of her holiday time. Contract depending, obviously.
 
Pestilence said:
That is utter ****. If the holiday days were booked sufficiently in advance and approved in whatever system they use, then she is entitled to take them, paid as per contract.
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No she isn't, employers can cancel and change their mind as long as sufficient notice is given.
 
I don't understand what they are saying.

tidusjar said:
She has spoken to her manager but he is basically saying she cannot take the weekend off because she has taken too much time off lately. So she will have to take it off unpaid basically.
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Doesn't she have a set amount of leave to take in a year? Has she gone over her leave allowance? If so, the manager is being nice letting her have it unpaid (although he shouldn't have approved it).

tom_e said:
No she isn't, employers can cancel and change their mind as long as sufficient notice is given.
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That's very dodgy ground though, and I don't think it'd stand up to much scrutiny if an employer has allowed for time off and an employee has booked a holiday, for example.
 
tom_e said:
No she isn't, employers can cancel and change their mind as long as sufficient notice is given.
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Of twice the length of the holiday itself, I believe... which would put them just in time to "legitimately" serve notice of it.

Regardless of that idiotic rule, I'd be livid. It's a classic sign of poor management and disrespect for staff. ESPECIALLY considering they're telling her to take it unpaid. If her attendance isn't required to the degree that she can have the time unpaid, then where is the problem with taking it as part of contractual annual leave? It's just a manager having a little power trip, and that gets my goat.
 
Pestilence said:
Of twice the length of the holiday itself, I believe... which would put them just in time to "legitimately" serve notice of it.

Regardless of that idiotic rule, I'd be livid. It's a classic sign of poor management and disrespect for staff.
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Indeed, I'm not saying it's right and I'd be fighting it but it is within the rules.
 
Gilly said:
I don't understand what they are saying.



Doesn't she have a set amount of leave to take in a year? Has she gone over her leave allowance? If so, the manager is being nice letting her have it unpaid (although he shouldn't have approved it).



That's very dodgy ground though, and I don't think it'd stand up to much scrutiny if an employer has allowed for time off and an employee has booked a holiday, for example.
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Because she has quite a bit of holidays to take she has taken the past 5 weekend off. She still has some days left. Because she has taken quite a bit of her allowed holiday in the space of 2months they are saying she has taken too much time off. She still has holiday left.

I think I haven't clearly said whats wrong,

Now I thought she would be able to carry on with her planned and approved holiday after the shift change. It was approved but because she is now not working the days she has taken off .

So it was like this:

Friday - Off
Saturday - Off
Sunday - Off
Monday - On (Took holiday)
Tuesday - On (Took holiday).

Now it's like this

Friday - On
Saturday - On
Sunday - On
Monday - Off
Tuesday - Off

Because of this now she is working on the weekend we cannot go away. We had booked our holiday before the shift change but because she was previously not working on the Fri,Sat and Sun she did not need to book her holiday for that, only for the Monday and Tuesday.

Hope that has cleared things up a bit.
 
I'd be asking the management to explain why they're willing to offer unpaid time off, but not allow it to be paid leave (which was approved previously).

Either she's required to be on site, or she isn't.
 
Aaahh, it does make a difference if the shift change means she will now be working days she presumed she would be off, I thought her workplace had changed her booked days off.
She can only hope her manager is willing to bend a little then, I'm afraid.
 
ok first thing first

Has she been offered the ability to still take the the time off paid or unpaid.

If yes even if it is unpaind it would still be better to take the holiday even if it means you loose money. I know this sounds harsh but unless this problem was taken up at the time of a shift change there is not much you can do.

From the last post I take it that she did not book off the whole holiday just the days she was working. Never do this always always book off the entire holiday as if somthing like this happens you are covered.

If they won't let her take it off it will be better if you take it back to the manager explain the problem and try and get a resolve.

If this does not work there are only 2 options left and will nth take both time and guts. First step take it to the grievence procedure of your specific company and see if that helps. Second try taking it up with someone higher as they will not be personally invested in the situation and may come to a better resolve.

Hope this helps if not I will keep an eye on this thread and offer help in any way I can. It may help to know that I am a fully certified union rep but left the company I work for and thus can't persue the rep said any more as my new company won't pay for or let me have the time off I need to do my duty.
 
swiftmetal said:
From the last post I take it that she did not book off the whole holiday just the days she was working. Never do this always always book off the entire holiday as if somthing like this happens you are covered.
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If you are not scheduled to be working Friday, Saturday and Sunday why on earth would you use your holiday days for then? If you presume you will not be working then, you wouldn't book them as holidays!
 
swiftmetal said:
ok first thing first

Has she been offered the ability to still take the the time off paid or unpaid.
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Nope not really, she needs to find cover was the answer and there is no cover available for then. So her only option is to take time off unpaid.

AmyS said:
If you are not scheduled to be working Friday, Saturday and Sunday why on earth would you use your holiday days for then? If you presume you will not be working then, you wouldn't book them as holidays!
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My thoughts exactly.
 
tidusjar said:
Either. I know...
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Well, that sucks.

Grievance procedure is probably the only way forward to be honest, other than taking the hit or gambling with taking sick days.

Disgusting management, to be frank. I can't fathom how people expect their staff to react in situations like this.

She doesn't work in retail by any chance, does she?
 
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