Thanks for your answer. My company does allow carrying forward of leave days from the previous year that's why I've got so many days left...sundaymorningstaple wrote:AMG is pretty well spot on. If you are earning beyond the protection of The Employment Act, you would have needed to pay closer attention to your contract. A large number of companies here do NOT carry Annual Leave forward so it's a use it or lose it scenario. Others will allow you to carry forward a maximum of one year's leave. If you are given 12 days annual leave per year, it is accrued during the year and not all allowed from the first of January.
A little further clarification on the below.....the_newguy wrote:Thanks for your answer. My company does allow carrying forward of leave days from the previous year that's why I've got so many days left...sundaymorningstaple wrote:AMG is pretty well spot on. If you are earning beyond the protection of The Employment Act, you would have needed to pay closer attention to your contract. A large number of companies here do NOT carry Annual Leave forward so it's a use it or lose it scenario. Others will allow you to carry forward a maximum of one year's leave. If you are given 12 days annual leave per year, it is accrued during the year and not all allowed from the first of January.
If you offset your notice but the number of days of annual leave remaining, you do not get paid for them. You, in effect are shortening your notice and giving the employer the annual leave in lieu of notice.sundaymorningstaple wrote:Some employers will allow you to offset your notice by the amount of annual leave you have. There is two ways of doing this. One is they shorten your notice by the number of days OR you are required to take the remaining leave during your notice period. The first way, means you could theoretically go to work for the new employer the next day. The latter means you are still employed up till your notice period ends and you cannot go to work for the new employer until such time as the old employer cancels your EP.
The thing is, I can't do (couldn't have done) either of the two. My boss didn't grant my leave in January as "there are too many things to finish before I go" and since my employment is a fixed-term contract (ending at the end of Jan) there's no notice period.sundaymorningstaple wrote: If you offset your notice but the number of days of annual leave remaining, you do not get paid for them. You, in effect are shortening your notice and giving the employer the annual leave in lieu of notice.
If you go on annual leave whilst serving your notice then you obviously will be paid for them but you will be still employed by them until the end of your contract.
Unfortunately not quite correct. Unapproved leave is essentially unexcused absence, i.e. unpaid leave. Plus, in most cases the employer will only pay the salary on/after the last day for people who need tax clearance. And until then, he can make any deductions he wants.Sergei82 wrote:If you have the contract, you have the leave. If it is 10 days before the contract end, you can go on leave right now, employer has no right taking away what's yours. At what point I am not right?
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