Hello, my name is Ben and it is my pleasure to assist you with your question today. How long have you worked there for?
And just to clarify what specific queries do you have about your situation?
Did you ever enquire about how many holidays you had left before taking them?
ok thanks let me get my answer ready please
First of all I need to clarify the issue with discrimination because that would only occur if you were being treated less favourably due to a protected characteristic, and these are limited to things such as race, gender, age, religion, etc. So unless you can show that you are being treated differently due to a protected characteristic, there would be no discrimination.
If this is not discrimination then we are looking at general unfair treatment, but that is not necessarily illegal, especially if the employer is following the terms of your contract. It is not unlawful to treat someone preferentially than others as long as it is not linked to discrimination as mentioned above or in breach of the employee’s contract.
In terms of the holidays, you are responsible for keeping track of what you take and how much holiday you have left in the current year. If the system for holidays is complex or confusing then you can check beforehand with the employer whether you have anything left and make your decision based on that but you should not just assume and must check this before booking holidays. If the employer did not directly mislead you in how much you had left then it would be your responsibility so if you had gone over your holiday allowance they are entitled to recover that money as it would be classed as an overpayment.
Well the holidays issue would depend on the factors I mentioned above - it is not the employer's job to tell you periodically how much you have taken or how much you have left - you must check these details before booking holidays with them and they should tell you when asked. If you are resigning because you feel you have been generally treated unfairly then your only option to claim is by making a constructive dismissal claim, where you are arguing that you have been left with no other option but to resign. However, there needs to have been a serious breach of contract by the employer to justify that and it can b a difficult claim to make so think carefully before making one
the issue is there has to be something so serious (something like the last straw scenario) that makes your continued employment with them impossible, also you are expected to resolve things internally at first, such as through a grievance rather than jump for resignation straight away
With the holidays you can only really recover these if you were genuinely due these days off and the employer took money for time you could legally take as holiday, or if they had given you false information about your entitlement and you used that to take holidays
Please let me know if this has answered your original question or if you need me to clarify anything else for you in relation to this? Thanks