Osoderi:
Hello house pls I need advice my father in-law burial is Jan next year and my hubby is insisting that I have to travel for the ceremony since he is the first son, that I need to be there .
my problem now is I started a new job in September and my confirmation is Feb next year. I don't have leave till March next year when the new leave beginnings . I am thinking of how to talk to my manager about it, if she will agree and give me part of my leave in Jan or I take some days without pay. I am confused. kindly advice pls. Thank u

Even if you're still on probation, you're entitled to annual leave proportional to duration worked in the current financial year. Check with your employer how much leave you have and you can request some time off as appropriate .

Osoderi:
Hello house pls I need advice my father in-law burial is Jan next year and my hubby is insisting that I have to travel for the ceremony since he is the first son, that I need to be there .
my problem now is I started a new job in September and my confirmation is Feb next year. I don't have leave till March next year when the new leave beginnings . I am thinking of how to talk to my manager about it, if she will agree and give me part of my leave in Jan or I take some days without pay. I am confused. kindly advice pls. Thank u

They should be able to work with you and give you some time off.. UK this perfectly normal and part of their culture so don't look at it with naija eye.

I don't see how someone who started in sept has no leave till march. Are you sure because this too is not normal in UK. They usually work life balance so I thought leave is accrued from the day you start

But feel free to speak to your manager early so you can take the time off. ..you self are asking for just time to travel, when my dad passed on in 2009 I took almost 3 months, travel time plus time to process it all, wetin concern me with work.

Osoderi:


Thanks Justwise, so u mean he can come back to Uk with his expired passport and I LR?? he will not have any problem with UK immigration?

Your prob will be with Nigerian immigration and not the UK.

Chreze:


That line is IRRELEVANT. I don’t think one should throw away their custom/tradition simply because they live or are based abroad. And I am saying this if it’s his tradition.

@Osoderi
Your situation is a valid reason to get some days off from work. And I am not talking about traveling as it’s a very good reason to take a week leave to attend to family situation. People here (I mean the UK people or whites as we call them) won’t think for 2 seconds to call their manager to get some days off to deal with “family emergency” as they like to call it (even if they joined the job a month ago). There are so many areas in your offer letter or contract that talks about calling or speaking to your manager about situations like this (not clearly stated as this, but this falls under emergencies). If I were in your position I would be more concerned as to why I think my manager won’t approve something like this. So speak to your manager, you have every right to take some days off to mourn your Father-In-law. People here will take some days off to mourn their pet or great grand parents, quoting that the person or pet was their source of joy during a trying time in their life ( and I consider that’s to be a very valid reason). How you present your “Second Father’s” passing to your manager may influence his/her decision and I just gave you a hint.

Not something I normally like to comment on but I just can’t ignore for some reasons. If your reason for not attending your “Second Father’s” burial is work based and not family (kids n their needs ), then I think you should do some more thinking. your spouse should not have to start quoting traditions and rules for you to want to attend his father, your father-in-laws burial. I understand that work and finance is very important in our daily existence, but we also need our spouse n family to be happy so that they can celebrate with us when we get those big offers and promotions. Your family should always come first, and if your present manager thinks otherwise (which I doubt), then your main concern right now should be getting a new job with a reasonable manager before January. People here don’t play with valid reasons like this.

Apologies if you feel judged in anyway, but I wrote based on “how I” read your post. Unfortunately, we can only reply by what we read, without knowing the person. Blessings

It really does depend on the company. If you work for a private company you are not going to get too much lax treatment because of a bereavement especially if you have just started.

You are also not going to get paid leave off when you haven’t earned it. And neither will they feel the need to give you non-paid leave since you mentioned you are still in your probation period.

I would suggest reading up in your company’s policy to see how they operate on such matters. Never assume it is your right to take time off for a bereavement just because you have signed an employment contract.

If the company does operate such bereavement policy, then in most cases you would only get a day off to attend the funeral and we know a day is not enough to travel to Nigeria.

Chreze:


That line is IRRELEVANT. I don’t think one should throw away their custom/tradition simply because they live or are based abroad. And I am saying this if it’s his tradition.

@Osoderi
Your situation is a valid reason to get some days off from work. And I am not talking about traveling as it’s a very good reason to take a week leave to attend to family situation. People here (I mean the UK people or whites as we call them) won’t think for 2 seconds to call their manager to get some days off to deal with “family emergency” as they like to call it (even if they joined the job a month ago). There are so many areas in your offer letter or contract that talks about calling or speaking to your manager about situations like this (not clearly stated as this, but this falls under emergencies). If I were in your position I would be more concerned as to why I think my manager won’t approve something like this. So speak to your manager, you have every right to take some days off to mourn your Father-In-law. People here will take some days off to mourn their pet or great grand parents, quoting that the person or pet was their source of joy during a trying time in their life ( and I consider that’s to be a very valid reason). How you present your “Second Father’s” passing to your manager may influence his/her decision and I just gave you a hint.

Not something I normally like to comment on but I just can’t ignore for some reasons. If your reason for not attending your “Second Father’s” burial is work based and not family (kids n their needs ), then I think you should do some more thinking. your spouse should not have to start quoting traditions and rules for you to want to attend his father, your father-in-laws burial. I understand that work and finance is very important in our daily existence, but we also need our spouse n family to be happy so that they can celebrate with us when we get those big offers and promotions. Your family should always come first, and if your present manager thinks otherwise (which I doubt), then your main concern right now should be getting a new job with a reasonable manager before January. People here don’t play with valid reasons like this.

Apologies if you feel judged in anyway, but I wrote based on “how I” read your post. Unfortunately, we can only reply by what we read, without knowing the person. Blessings

What an epistle!
Your epistle is relevant but someone else’s take is irrelevant as adjudged by you? Hmmm

Anyways, the Op knows life must go on after all is said and done. Wishing the Op the best

Paid leave is a statutory mandate for organisations, and employees are entitled to use it annually. It starts accruing once a person starts work and there's ese to be done to earn it. If she started work at the beginning of September, she should have just above a week's leave now.

https://www.gov.uk/holiday-entitlement-rights/holiday-pay-the-basics

Also, it's not true that most times companies give just a day off for funerals if a person is bereaved, but that's beside the point.

Ultimately though - it's right that a lot will depend on her contract. The key thing is that she needs to be bold in her approach, unless she doesn't want to go sha. There's no need to go into quoting law etc, but just have a reasonable discussion and I'm sure they'd oblige, assuming it's a reasonable company and not one of those exploitative ones other people have referenced here.

Osoderi:
Hello house pls I need advice my father in-law burial is Jan next year and my hubby is insisting that I have to travel for the ceremony since he is the first son, that I need to be there .
my problem now is I started a new job in September and my confirmation is Feb next year. I don't have leave till March next year when the new leave beginnings . I am thinking of how to talk to my manager about it, if she will agree and give me part of my leave in Jan or I take some days without pay. I am confused. kindly advice pls. Thank u

Your company must have a leave policy.
Read it and find out what you are entitled to.
Most of the people who have responded to you are correct, apart from the person who said you are entitled to bereavement leave for your father in law's death. That is not correct. If I remember correctly, the statutory bereavement leave entitlement is only for the death of an employee's child.

You are indeed entitled to annual leave from the time you take up employment, even when on probation. So it is your company's leave year that will determine how many days you have left, and of course leave can only be taken in line with the company's needs, e.g. if you want to go in January and they say no, go in February for so and so reason (other people have leave that period, the company has something important doing then, etc.), you can't legally dispute that. If your employer allows unpaid leave, you can of course apply for that as well.

As others have pointed out, your message implies you aren't eager to travel for this funeral. Making decisions is of course your right as an individual, irrespective of tradition (so-called tradition is only silly and slavish devotion to long dead people's ways of doing things which may or may not still work for the living in current circumstances) and I am no fan of people who profess undying fealty to tradition, but in your shoes, if it is indeed the case that you'd rather not go, I would consider carefully and make a very strong case for doing so.

If you don get your ILR no shaking but but if you still de hustle like us to get sponsorship, you berrra sidon tight - leave approved or not

Osoderi:
Hello house pls I need advice my father in-law burial is Jan next year and my hubby is insisting that I have to travel for the ceremony since he is the first son, that I need to be there .
my problem now is I started a new job in September and my confirmation is Feb next year. I don't have leave till March next year when the new leave beginnings . I am thinking of how to talk to my manager about it, if she will agree and give me part of my leave in Jan or I take some days without pay. I am confused. kindly advice pls. Thank u

koonbey:
Paid leave is a statutory mandate for organisations, and employees are entitled to use it annually. It starts accruing once a person starts work and there's ese to be done to earn it. If she started work at the beginning of September, she should have just above a week's leave now.

https://www.gov.uk/holiday-entitlement-rights/holiday-pay-the-basics

Also, it's not true that most times companies give just a day off for funerals if a person is bereaved, but that's beside the point.

Ultimately though - it's right that a lot will depend on her contract. The key thing is that she needs to be bold in her approach, unless she doesn't want to go sha. There's no need to go into quoting law etc, but just have a reasonable discussion and I'm sure they'd oblige, assuming it's a reasonable company and not one of those exploitative ones other people have referenced here.

The issue here is Compassionate /Bereavement leave which is not the same as annual leave.

The time off to attend a funeral is at the company's discretion and they don't have to pay you. The time-off has to be 'reasonable' but reasonable according to the company could be just a day off or 2 -3 days which is not enough to fly to Nigeria so the person asking the question will need to add whatever annual leave they have accrued to the bereavement leave they are offered. More info below.

https://www.reed.co.uk/career-advice/bereavement-leave-what-you-need-to-know/

"What is bereavement leave?
Bereavement leave (also known as compassionate leave) is an agreed upon time off of work an employee takes following the death of a family member or loved one.

The time allows individuals to make funeral arrangements, and complete tasks such as organising the deceased’s possessions and will, as well as pay their respects and begin the grieving process, in the event of the death of a loved one.



Am I entitled to bereavement leave?
According to the Employment Rights Act 1996, UK employers are obligated to give employees an unpaid “reasonable” number of days off following the death of a family member, or dependent.



Who are classed as family members?
This is usually defined as a spouse, partner, child, parent, brother, sister, grandparent, aunt/uncle, niece/nephew, or someone the employee cared for.

However, the rules for this are far from defined, meaning the death of people outside of your immediate family, such as friends, may be considered as grounds for allowing bereavement leave.



How much time off can I take?
There is no set amount of time an employer should allow when it comes to bereavement leave, and it’s usually given at their own discretion, depending on the situation.

Some may specify a set number of days, whilst others will make their decision on a case-by-case basis. On average, businesses will most commonly permit around 2-5 days.

This allows the employee to deal with an unforeseen emergency, along with the arranging and attending of a funeral.



Will I get paid?
Whilst employers have no legal obligation to pay employees while they are on bereavement leave, some may choose to.

To find out if your company offers paid bereavement or compassionate leave, check your employment contract or employee handbook.



What if I need more time off?
Whether you’re able to extend your bereavement leave past the average amount will once again depend on your employer and the individual situation.

If you need longer than is being allowed, always speak to your company’s HR team directly to see what other options are available.



Will my bereavement leave run out?
Bereavement/compassionate leave is completely separate to other types of leave (e.g. time off sick, annual leave), and doesn’t accumulate or formally ‘run out’.



Will I have to provide proof?
Some employers may ask an employee for evidence of the reason an employee is taking bereavement leave, although this must be a reasonable request.

This could be, for example, an obituary, or a death or funeral notice.

Details of whether you’ll need to provide these documents can be found in your employment contract.



How do I ask for bereavement leave?
The process for requesting bereavement leave will vary from company to company, and will usually be outlined in your employee handbook or contract.

Usually, it will involve telling your employer as soon as possible. If it’s an emergency, letting them know after you leave work, at your earliest opportunity, is recommended.



Final thoughts
Finally, it’s important to remember that every situation is different. However, you should never feel pressured to go back to work before you’re ready.

If you feel like the bereavement leave you’ve received isn’t enough, talk to your employer. Most are extremely understanding in situations like these, and will be willing to provide you with extra time off if you need it.

After all, they have a vested interest in the wellbeing of their employees, and providing the time off is warranted and reasonable, should be able to come to an arrangement that suits everyone involved.

Finally, if you’re unhappy with the treatment you’re receiving, or your employer has denied you any bereavement leave, consider raising a grievance with your HR team directly to find out more about your options."

bigtt76:
If you don get your ILR no shaking but but if you still de hustle like us to get sponsorship, you berrra sidon tight - leave approved or not

Them dey tell person?

.. But then, if they're entitled to it, they can take it. It's not that deep

TheGuyFromHR:


Your company must have a leave policy.
Read it and find out what you are entitled to.
Most of the people who have responded to you are correct, apart from the person who said you are entitled to bereavement leave for your father in law's death. That is not correct. If I remember correctly, the statutory bereavement leave entitlement is only for the death of an employee's child.

You are indeed entitled to annual leave from the time you take up employment, even when on probation. So it is your company's leave year that will determine how many days you have left, and of course leave can only be taken in line with the company's needs, e.g. if you want to go in January and they say no, go in February for so and so reason (other people have leave that period, the company has something important doing then, etc.), you can't legally dispute that. If your employer allows unpaid leave, you can of course apply for that as well.

As others have pointed out, your message implies you aren't eager to travel for this funeral. Making decisions is of course your right as an individual, irrespective of tradition (so-called tradition is only silly and slavish devotion to long dead people's ways of doing things which may or may not still work for the living in current circumstances) and I am no fan of people who profess undying fealty to tradition, but in your shoes, if it is indeed the case that you'd rather not go, I would consider carefully and make a very strong case for doing so.

yea right, cool. When either of her parents too pass on, the husband better sit his ass down in the UK and not move an inch, or I will personally swear for him. But then again, quite a few people I know abroad (less than 5yrs away) wey lose their parents, didn't come o. They only sent money, na ebi do burial. So this may actually be the new normal, paying last respects over the phone. Oh well!

Gemma11:


The issue here is Compassionate /Bereavement leave which is not the same as annual leave.

No, the issue here is annual leave. The OP talked about how she would have taken annual leave but couldn't because she is not entitled till next year, to which you said she may not have paid leave unless she has earned it, to which I said it's earned automatically and she must have leave allowance as of today, not till next year.

I never said she's entitled to bereavement leave. I said she should ask for her annual leave and explain (in light of the notice period and in order to ensure the confirmation timeline isn't disrupted) that it's because of a bereavement, and that they would likely make adjustments for her.

[quote author=Phil46 post=118604588][/quote]
Pls help out with this post.
Thanks

Chreze:


That line is IRRELEVANT. I don’t think one should throw away their custom/tradition simply because they live or are based abroad. And I am saying this if it’s his tradition.

Thank you. Speaking for myself, and not judging anyone, I don't understand how being afraid of speaking to one's employers should be an issue when one's father-in-law dies. What kind of work is that where you'd leave your husband/wife to go bury their parent alone (without there being circumstances that make accompanying them impossible?). Unless there are other factors sha.

Some may say traditions are worthless but I disagree. Some are worthless but one must not throw away the baby with the bathwater, especially if it means so much to one's spouse.

Please I need advice from the experienced people living in London. Someone is offering my wife a Care Job in Peckham London. What is the cost of living in London, Security, raising two daughters, Housing availability/cost. Please kindly state the Pros and Cons of living in Peckham London so that we can make informed decision. Thank you as I await your comments.

Hello everyone I am seeking advice please, I just finished my masters and have the option to apply for graduate visa but the company i work for now is offering me 3 years tier 2 visa but I am a bit worried because it is a small company owned by one person with staff of about 5 people myself included. I am worried because it is a small company and as it is one man business you can be dismissed at anytime I feel like there is no job security I could be wrong though. Do I stay on and apply for the tier 2 sponsorship? and be having high blood pressure every time if I could be fired and have to find a new sponsor within 3 months or do I go for graduate visa and know whatever happens at least it wont be 3 months to find a new job. What do you guys think please?

Also is it true that if you go on tier 2 you forfeit your graduate visa and can never apply for it again? cause I am thinking maybe I go for the tier 2 visa and if anything happens I can quickly apply for the graduate visa since I didn't break any immigration rules on my student visa.

bigtt76:
If you don get your ILR no shaking but but if you still de hustle like us to get sponsorship, you berrra sidon tight - leave approved or not

Please can you explain what difference the ILR make in this situation? I am curious to know as I have no clue. I will appreciate if you explain so we can learn. Thanks.

It's normal for companies to process a work visa for 3 years, then apply for an extension before the 3 years end. If the company dismisses you, then you need to look for an alternative sponsor before your visa expires or is curtailed. If you're worried about this, you can explore opportunities with the NHS - it's rare for you to lose your sponsorship with the NHS except you do something that's extreme and/or totally unacceptable.

If I had to choose between a graduate visa or a work visa as a student, I'd choose the work visa since the years spent on graduate visas don't count on the 5-year route and it makes the journey to ILR quicker.

Above all, if I were you, I'd explore the reasons for my fear and weigh them based on the information available before accepting the offer. Since you already work with the company, it's easier for you to objectively analyse the situation and make an informed decision. Otherwise, you can apply for your graduate visa and keep working for them before accepting their sponsorship (which might not be on the table anymore) or explore sponsorship options with other organisations.

Once you switch to another visa or your student visa expires before making a graduate visa application, that's bye bye to your graduate visa or PSW. You can't switch from a work visa to a graduate visa, you can only switch to a graduate visa from a valid student visa.

Derinde2223:
Hello everyone I am seeking advice please, I just finished my masters and have the option to apply for graduate visa but the company i work for now is offering me 3 years tier 2 visa but I am a bit worried because it is a small company owned by one person with staff of about 5 people myself included. I am worried because it is a small company and as it is one man business you can be dismissed at anytime I feel like there is no job security I could be wrong though. Do I stay on and apply for the tier 2 sponsorship? and be having high blood pressure every time if I could be fired and have to find a new sponsor within 3 months or do I go for graduate visa and know whatever happens at least it wont be 3 months to find a new job. What do you guys think please?

Also is it true that if you go on tier 2 you forfeit your graduate visa and can never apply for it again? cause I am thinking maybe I go for the tier 2 visa and if anything happens I can quickly apply for the graduate visa since I didn't break any immigration rules on my student visa.

Derinde2223:
Hello everyone I am seeking advice please, I just finished my masters and have the option to apply for graduate visa but the company i work for now is offering me 3 years tier 2 visa but I am a bit worried because it is a small company owned by one person with staff of about 5 people myself included. I am worried because it is a small company and as it is one man business you can be dismissed at anytime I feel like there is no job security I could be wrong though. Do I stay on and apply for the tier 2 sponsorship? and be having high blood pressure every time if I could be fired and have to find a new sponsor within 3 months or do I go for graduate visa and know whatever happens at least it wont be 3 months to find a new job. What do you guys think please?

Also is it true that if you go on tier 2 you forfeit your graduate visa and can never apply for it again? cause I am thinking maybe I go for the tier 2 visa and if anything happens I can quickly apply for the graduate visa since I didn't break any immigration rules on my student visa.

I faced this same dilemma recently so I understand how confusing it is.

1. Yes it is true if you forego the graduate visa you can never apply for it again.

2. Your worry about losing your job is valid, but ultimately, check your employment agreement to see what the terms are in terms of notice period. If you have 2 months, for instance, then that's 2 months plus the time you'd have to leave (I'm not sure what that is), so try to make sure you have as long a notice period as possible.

Obviously it depends on your assessment of the company's prospects because if it's a case of bankruptcy then notice period won't matter as much. Take into consideration the coming economic downturn as well.

3. Assess your own chances of finding another job in a 'short' time, both currently and also in maybe a year, when your profile and skillset would have been increased with the additional experience. Obviously it depends on the role/industry etc but it's very much a discussion you must have honestly with yourself.

I believe the benefit of getting on the ILR track our weighs the risks. Even on PSW, what if termination happens 1 month before its expiry. It boils down to your risk appetite ultimately but I’d say focus on optimizing your skill set and profile while working with this company to make it easier to get a role quickly should the need arise.

Treadway:
yea right, cool. When either of her parents too pass on, the husband better sit his ass down in the UK and not move an inch, or I will personally swear for him. But then again, quite a few people I know abroad (less than 5yrs away) wey lose their parents, didn't come o. They only sent money, na ebi do burial. So this may actually be the new normal, paying last respects over the phone. Oh well!

Actually seems like the new normal

One of the worst things about the Japa journey.. Plus siblings scattered all over the world cos one has to leave the country smh

Guys, I’m back again. Please help as I’m second guessing this.

So, I had a second stage interview with a company recently. During this interview, the interviewer noted that I am overqualified for the job role and mentioned two other senior roles - asking which I’d love to go for.

I explained that I wasn’t sure if those roles were available within the company as I’d applied for the one available. But I won’t mind taking the more senior role as I could double down and do the junior role when there’s shortage/an extra hand is needed.

He also asked about the salary expectations and I told him I understood the salary offered for the junior position but won’t name a figure since he’s asked about a more senior role (was trying to play it smart make he no go give me junior salary for senior role - if considered).

I’ve read something about people being rejected for being overqualified for roles.

I guess my question is, is this really much of a dealbreaker? (I know it’s their decision but your advise could help for later needs)

koonbey:


No, the issue here is annual leave. The OP talked about how she would have taken annual leave but couldn't because she is not entitled till next year, to which you said she may not have paid leave unless she has earned it, to which I said it's earned automatically and she must have leave allowance as of today, not till next year.

I never said she's entitled to bereavement leave. I said she should ask for her annual leave and explain (in light of the notice period and in order to ensure the confirmation timeline isn't disrupted) that it's because of a bereavement, and that they would likely make adjustments for her.

Noted.

Speaking from experience, in my old company it was unheard of for someone to go on annual leave during their probationary period. Even if it was the employee's right to do so, it wasn't a good look.

You are on probation - which means one should be doing everything they can to impress their employer in terms of attendence, output and meeting all objectives

Does excercising your right take annual leave during probation actually give the employer the impression that you are actually committed to the job?

In the probabtionary period you don't have the same employee rights as other long term employees they don't need an excuse to let you go as well so even if they felt obligated to allow annual leave.

That is why I always say "Read the room". They will smile in your face and say it is ok but are they really? Or are you just giving them amunition to use against you later in an underhanded way.

AlphaUno:



What an epistle!
Your epistle is relevant but someone else’s take is irrelevant as adjudged by you? Hmmm

Anyways, the Op knows life must go on after all is said and done. Wishing the Op the best

You don’t have to take offence all the time. I never said your take was irrelevant. It was the line I said was irrelevant. I purposely did not dwell on your post as it wasn’t the issue, but since you want to talk, I will just go ahead and tell you. It’s not cool to make negative comment about people’s spouse. Especially when the issue is something serious. Everything no be play. Imagine if the OP use that your line when discussing it with her husband, tell me what the response from her husband will be. You can tell from OP’s post that there is a little sprinkle of something else on it, but that’s not our business, you will just respond to her question and advice her like your sister or brothers wife. Shikina.

Gemma11:


Noted.

Speaking from experience, in my old company it was unheard of for someone to go on annual leave during their probationary period. Even if it was the employee's right to do so, it wasn't a good look.

You are on probation - which means one should be doing everything they can to impress their employer in terms of attendence, output and meeting all objectives

Does excercising your right take annual leave during probation actually give the employer the impression that you are actually committed to the job?


In the probabtionary period you don't have the same employee rights as other long term employees they don't need an excuse to let you go as well so even if they felt obligated to allow annual leave.

That is why I always say "Read the room". They will smile in your face and say it is ok but are they really? Or are you just giving them amunition to use against you later in an underhanded way.

I took several days' leave about a month plus into my current role, to go on a trip I had booked before starting. This same company applied for sponsor license just to issue me COS and facilitate my switch to Tier 2 from student.

I don't think it's reasonable to not take leave for a full 6 months (and I have doubts about the legality but I can't be bothered to research it now). More to the point, I honestly cannot see how taking leave to go for one's father-in-law's burial would make anyone seem unserious. If the work is such that 1 week off for that purpose is unreasonable, then there are underlying issues, IMO.

Anyway, I understand what you're trying to say though, and you're right - it depends on the 'room', as it were - the company, the team, your manager, and your own standing as a professional.

Me I no get anything further to add sha. I wish OP the best outcome at work and home, whatever she decides.

Gemma11:


Noted.

Speaking from experience, in my old company it was unheard of for someone to go on annual leave during their probationary period. Even if it was the employee's right to do so, it wasn't a good look.

You are on probation - which means one should be doing everything they can to impress their employer in terms of attendence, output and meeting all objectives

Does excercising your right take annual leave during probation actually give the employer the impression that you are actually committed to the job?

In the probabtionary period you don't have the same employee rights as other long term employees they don't need an excuse to let you go as well so even if they felt obligated to allow annual leave.

That is why I always say "Read the room". They will smile in your face and say it is ok but are they really? Or are you just giving them amunition to use against you later in an underhanded way.

Is this Nigeria or UK?..... because UK taking leave is part of their culture. Very odd for me to hear read the room ontop time off.

Are sure some of these are not presumption brought from abroad. Do you think a born and breed British will blink and not take time off that has been earned because its probation. As long as you have accrued it , its your entitlement. I have also managed several people under me. As long as they have that entitlement or there is adequate coverage while would anyone manager be bothered

Work is not slavery and what you describe up is toxic abeg

donshegzy:
Guys, I’m back again. Please help as I’m second guessing this.

So, I had a second stage interview with a company recently. During this interview, the interviewer noted that I am overqualified for the job role and mentioned two other senior roles - asking which I’d love to go for.

I explained that I wasn’t sure if those roles were available within the company as I’d applied for the one available. But I won’t mind taking the more senior role as I could double down and do the junior role when there’s shortage/an extra hand is needed.

He also asked about the salary expectations and I told him I understood the salary offered for the junior position but won’t name a figure since he’s asked about a more senior role (was trying to play it smart make he no go give me junior salary for senior role - if considered).

I’ve read something about people being rejected for being overqualified for roles.

I guess my question is, is this really much of a dealbreaker? (I know it’s their decision but your advise could help for later needs)

Yes people get rejected for being over qualified (happened to me, they said I would run after 2 months Lol). However, just like you experienced, people have been pushed up to interview for more senior positions after an application because they appeared to be qualified for those roles as opposed to wasting their talent in a junior position. So don’t overthink it, also do not have any emotional attachment to that job/company, see them as just a number and keep on applying and interviewing with other companies until you get an offer and you sign! Also, as a plus, see this as your cue to start applying for more senior positions that you are actually qualified for. Do not limit yourself.

Amarathripple0:

Yes people get rejected for being over qualified (happened to me, they said I would run after 2 months Lol). However, just like you experienced, people have been pushed up to interview for more senior positions after an application because they appeared to be qualified for those roles as opposed to wasting their talent in a junior position. So don’t overthink it, also do not have any emotional attachment to that job/company, see them as just a number and keep on applying and interviewing with other companies until you get an offer and you sign! Also, as a plus, see this as your cue to start applying for more senior positions that you are actually qualified for. Do not limit yourself.

Perfect advice, and especially the bolded.

LagosismyHome:


Is this Nigeria or UK?..... because UK taking leave is part of their culture. Very odd for me to hear read the room ontop time off.

Are sure some of these are not presumption brought from abroad. Do you think a born and breed British will blink and not take time off that has been earned because its probation. As long as you have accrued it , its your entitlement. I have also managed several people under me. As long as they have that entitlement or there is adequate coverage while would anyone manager be bothered

Work is not slavery and what you describe up is toxic abeg

I believe this is exactly what is happening.

Thank you so much. I just needed to hear it from someone else.

Also, thanks for the huge advice in the later part of your post. I’ve been a little skeptical because some interviewers have been a little bit dismissive of my US experience (stating it’s not native to the UK). But surely, some see the synergy and I’ll punch up for more senior roles.

Amarathripple0:

Yes people get rejected for being over qualified (happened to me, they said I would run after 2 months Lol). However, just like you experienced, people have been pushed up to interview for more senior positions after an application because they appeared to be qualified for those roles as opposed to wasting their talent in a junior position. So don’t overthink it, also do not have any emotional attachment to that job/company, see them as just a number and keep on applying and interviewing with other companies until you get an offer and you sign! Also, as a plus, see this as your cue to start applying for more senior positions that you are actually qualified for. Do not limit yourself.

Thank you kind sir.

koonbey:


Perfect advice, and especially the bolded.

Nothing really but if you have your Indefinite Leave to Remain (ILR) it means that you're not on the leash of any employer who sponsored your work visa and so you can travel as much as you want. But in a case where you are sponsored for the work visa and you've not clocked a year on the visa but you want to leave work to travel for an occasion that can be avoided, then you stand the risk of your employer feeling unsatisfied with your employment.

dustydee:

Please can you explain what difference the ILR make in this situation? I am curious to know as I have no clue. I will appreciate if you explain so we can learn. Thanks.

Gemma11:


Noted.

Speaking from experience, in my old company it was unheard of for someone to go on annual leave during their probationary period. Even if it was the employee's right to do so, it wasn't a good look.

You are on probation - which means one should be doing everything they can to impress their employer in terms of attendence, output and meeting all objectives

Does excercising your right take annual leave during probation actually give the employer the impression that you are actually committed to the job?

In the probabtionary period you don't have the same employee rights as other long term employees they don't need an excuse to let you go as well so even if they felt obligated to allow annual leave.

That is why I always say "Read the room". They will smile in your face and say it is ok but are they really? Or are you just giving them amunition to use against you later in an underhanded way.

Your old company must have been an outlier then.
Except for all those City law firms and Goldman Sachs-type brokerage houses where they pay new starters heaven and earth and work them like slaves, there shouldn't be any fear and overthinking about taking leave while on probation.