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THE QUESTION
I am currently in the final stages of accepting a new job offer. However, I need to take two weeks off for my destination wedding, which is happening a month after my start date. All the bookings and arrangements have already been made. What’s the best way for me to approach the situation with HR at the new company? Should I have brought this up during the interview stages or should I wait until I have a written offer? What can I do if they say they can’t accommodate the time off?
THE FIRST ANSWER
Jean-Nicolas Reyt, associate professor of organizational behaviour, Desautels Faculty of Management at McGill University, Montreal
First off, congratulations on your coming wedding.
It’s perfectly reasonable not to mention personal commitments like a wedding during the early stages of the recruitment process. My advice is to wait until you’ve received a formal job offer before discussing your need for time off.
Once the offer is on the table, that’s the right time to bring up your wedding. You can explain that you’ll need two weeks off a month after your start date for this preplanned, significant life event. Offer flexibility by suggesting options, such as taking the time off unpaid or delaying your start date by six weeks to accommodate your plans.
It’s important to remember that negotiating this time off doesn’t mean you should shy away from also negotiating your salary and other elements of your compensation package. Approach each aspect assertively to ensure you’re getting what you deserve.
If the company cannot accommodate your request, consider your alternatives. While it might seem daunting, it’s better to find a workplace that respects your life commitments than to sacrifice these important events. After all, it’s crucial to work for a company that values your well-being, or you might end up in situations where you’re denied time off for significant life events.
Good luck and congratulations again.
THE SECOND ANSWER
Avelia Stewart, director of social impact, Western Financial Group, Winnipeg
When you receive a written job offer, it’s important to be open and honest with HR about your situation. While it would have been ideal to mention this during the interview stages, it’s understandable that these plans may have solidified after the interviews.
You would also like to make sure that your conversation is based on you getting the offer. It’s always best to communicate your needs and commitments clearly and professionally.
Explain the situation, express your enthusiasm for the job and ask if there’s a possibility of accommodating the time off.
You can also propose solutions such as working extra hours before or after the wedding to compensate for the time off. If your soon-to-be employer says they can’t accommodate the time off, you can decide if this is a deal-breaker.
It’s essential to weigh your priorities and make an informed decision based on their response. While your soon-to-be employer may have operational needs to fulfill, you should try as best as possible to initiate the professional relationship with honesty.
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