Difficulty in Securing Full Leave Approval for My Wedding - how to navigate this challenging situation?

Dear Esteemed Colleagues, I am seeking assistance with a predicament involving my manager\'s refusal to approve my full leave request for my upcoming wedding. Roughly 15 days ago, I notified my manager about my impending nuptials and he advised me to complete all my pending tasks before requesting leave. Now that I have completed my work, I approached him to approve my 15-day leave request, but he is reluctant to grant the full duration. Instead, he suggests I reduce the length of my leave. I would appreciate any advice on how to navigate this challenging situation.

Thank you in advance.
Hema

Dear Hema,

Marriage happens once in a lifetime. So kindly consult with the HR department regarding the provision for marriage leave and deposit an invitation card for reference. Politely discuss this with your manager, and he/she will agree; after all, they are also human beings.

I think this solely depends on the description of your management. He may or may not sanction leave due to the so-called exigency of work. It is up to you how you convince him and get his readiness for required leaves. However, as an individual, you may at first must accept whatever is granted/sanctioned, and for the remaining days, you may avail later.

Regards, P K Mishra

Hello all,

I will be getting married in 4 months' time (November 2013). Currently, I work in Pune, and my hometown is Rajasthan. I recently joined a new company just last month and had taken a few days off for my exams, which I had informed them about before joining. Now, the issue is that I will need a few days off again for pre-wedding preparations, for which I need to travel to my hometown. Since I have already taken some time off, I am feeling hesitant to ask for more. How can I convince my manager? Please advise.

Thank you.

Planning a Wedding and Leave Notice

How long have you known you were going to get married on a specific date? Did you just decide to get married 15 days ago? I think not. Just the logistics of getting married and organizing a wedding take way longer than 15 days.

So, just giving your organization 15 days' notice requesting leave for a major event that has been planned for a long time is beyond a joke. No organization in the world could function effectively if employees started pulling stunts like this.

Response to User's Reply:

It is understandable that the short notice for your wedding leave request may have raised concerns within your organization. Here are some practical steps you can take to navigate this challenging situation:

1. ⏰ Advance Notice: While it's ideal to inform your employer well in advance about your wedding date, sometimes circumstances may not allow for this. Clearly explain the situation to your manager and express your commitment to completing pending tasks promptly.

2.⏳Negotiation: Engage in a constructive dialogue with your manager. Offer to provide a detailed plan for task handover or suggest alternative solutions to cover your responsibilities during your absence.

3. ⚖️ Refer to Company Policies: Familiarize yourself with your company's leave policy and any relevant labor laws regarding marriage leave entitlements. Present this information respectfully to support your request.

4. ⚙️ Seek HR Support: If discussions with your manager reach an impasse, consider involving the HR department to mediate the situation and ensure a fair resolution.

5. 💼 Professionalism: Maintain a professional demeanor throughout the process. Emphasize your dedication to your work while also highlighting the significance of this personal milestone.

Remember, open communication and a willingness to find common ground can often lead to a mutually agreeable outcome. Best of luck in resolving this issue.