Would really appreciate peoples insights and opinions into the below scenario. There's a person who's put in notice that they are taking the School summer holidays on the grounds of Carers leave. There is no significant illness or change or unforeseen care requirement that the company or colleagues have been made are aware of (employee will not disclose any new information on situation considering it unnecessary) that would require this level of leave / care and its the timing is specific to the School Holidays so not flexible to company requirements. Its been put forward as an entitlement by the employee that is happening on these dates not a request - starting the leave sooner is not required as its specifically for the school holidays. No proposal was accompanying the application or suggestions forthcoming on how their responsibilities could be be handled in the absence. Here's the problem, citizens information tell us that it takes 10 weeks to assess from when the application is sent in to a decision granted for this leave; and that parenting during school holidays isn't enough of a reason to get it. School Holidays start in about 10 weeks. It will take several weeks to recruit and train up someone to take over this role, which is a significant responsibility and not easily replaced. So it costs the company and Its unlikely to find a replacement for this skill set at a temp agency. The company is in general very accommodating to all employee requests but some feel the companies flexibility is being taken advantage of (and this is not a request) as it puts a huge strain on everyone else and rubbed up a lot of people, who see the approach of no information about why its required as being a calculated move. Here is the problem when a decision is made in 10 weeks it will be Yes or No. Yes and the employee may leave the following day after letter arrives (hard to plan for), so company has to hire someone and spend weeks training them up as a backup scenario. No and the replacement hired will be no longer required. Making it near impossible to hire a competent replacement and a costly waste of management time. In a No decision the options would be: Pay the new replacement a months gardening leave (out of spite?) and force the employee to be there when they don't want to be, in order to save face with the other people. Or to give the employee a minimum of a month of the demanded leave while the standby replacement works out their notice. It's already become a joke in the office that everyone is taking the summer off. Carers leave is a protected status so replacing the person permanently isn't possible and wouldn't be desirable if the company goals and targets were being met without massive disruption. Clearly yearly summer holidays based on the school year isn't workable every year and two people doing a single persons role isn't feasible. What do you think?