I think, as others say, if push comes to shove you're stuffed as you haven't worked there for 12mths.

However, possible nuclear options: Human Rights Act (right to a family life) and Discrimination Act (part time workers).

This would be hilarious if you weren't actually serious. People with no idea what they're talking about really need to keep themselves out of the Jobs forum, or at least stop replying. Absolute nonsense like this is of no use whatsoever to anyone asking for help, and its just giving people completely wrong info that they might stupidly act on.

OP - you've worked there for less than a year. They can get rid of you without any reason at all and there is nothing you can do about it. The only thing that would save you here is if you had been discriminated against on the basis of a few protected groups - i.e. race, sex, etc. Clearly not the case here from what you have posted so that is a non starter.

Realistically you need to decide what you want to keep more - the holiday, or the job. It looks like you've already decided on holiday so its now damage limitation time. Can you get anything in writing from the old boss saying that he did agree to your holidays? I would also put it in writing to whatever appropriate person (not necessarily your boss who is arguing with you) that you agreed these holidays with x on y date and that you will be taking them. But if they want you gone... you're gone.

Which is exactly what I said. OK, the rest of it is TIC but once you're at that point you've nothing left to lose.

I don't know if you're right that he is going to go on holiday - he's already delayed his departure. He might as well go, if he doesn't get fired for taking unauthorised holiday then mentioning his employers name in the thread should do it.

Why are you completing holiday forms if your holiday was already granted in the first place?

If I was still there and i was a new manager and an employee came up to me with a holiday form I'd probably think they were a chancer who wanted to take some holidays on the quick especially saying they've already been granted them and if they're not in the holiday diary/planner(so wtf you giving me a holiday form for then??)

Anyway you have three options

If your holidays had been approved in your interview it will be in your file hopefully you have a friendly manager who you can ask to look into it for you (if someone asked me when I was there I wouldave done it for them so ask someone nicely)

Go to your pm and discuss it with him/her if they are not very helpful say you want to put in a grevance against the store manager under dignity at work this will most likely get your situation solved very quickly.

Do none of the above go on holiday and as you have already made them aware they will put you though the AWOL process and it will end up with some kind of disciplinary or dismissal if you leave it long enough.

TBH it sounds like new manager doesn't like you. With nothing written down you haven't really got a leg to stand on. I've got my lot pretty well trained to fill out their forms - which I then sign - as soon as they can.

I'd just resign, go on holiday, then get a similar job at a different supermarket when I got back. I say resign, because it might have less future ramifications than being sacked for unauthorised attendance.

Next time get it in writing.

Right answer.

They have, by the sounds of it messed up on the paperwork there end and so, as suggested by others, from the newbie’s POV you are the one in the wrong.

Depending on how things are financially for you I would take my lead from there.

If I were to go on holiday I would certainly make sure before leaving that there was a clear explanation with approximate times and dates on which it was all dealt with, so far as you are aware.

If I were to go on holiday and were to return without a job I would seriously doubt that I had a solid, take it to a tribunal, case. That would not stop me investigating other methods and options I might chose to explore, so long as they were legal, to leave them and their company with as much st and hassle to deal with as possible. It’s not as though without a reference from them your CV is going to suffer greatly (I suspect you never get anything more than a dates of employment reference from that employer anyway).

One thing that lurks at the back of my head is the lack of them sending you a contract. I do not wish to elaborate as I may be well short of the mark and I can’t speak to anyone here about it today but there may be something in this.

I'm off in a few minutes for my Monday shift so I'll see what happens.

Technically I'm not in the wrong as my holidays were agreed by my Team Leader. What I should have done, but didn't do, was get confirmation in writing although as I had a week off in June, agreed by the same Team Leader when I started, I didn't think that it would be a problem.

What is a problem, for Tesco, is their failure to supply me with a Contract of Employment & job offer detailing hours of work, salary, entitlements etc.

They should have provided this, I think, with 28 days of me commencing work for them. Not sure of the time limit as haven't checked it out properly yet some might be wrong on that point.

Anyway off now so update later when I get home.

Well, it doesnt sound as though you need the job from your OP and if they are going to play pathetic company politics with you then i'd be inclined to do the same.

I hope you are already joining your family for the rest of your holiday now.

I wouldn't tell the manager your going, turn off your phone and look for a new job when you return.

Most importantly, have a great holiday

Wow your store is ste! I work for the same company and I had booked my holiday before my emplyment and I never had any problem! I didn't even need a holiday form nor any confirmation regarding the holiday, I just gave them 1 week notice and off I went for a month furthermore the payslip and contract issue is even more worrying and unheard of. If you can, join Usdaw ASAP and I'm sure they can help.