Should You Tell an Employer About an Upcoming Holiday Before You Start a New Job?

Lisa Johnson • August 31, 2015

'By the way, I have booked a holiday !' Recruiters have learned to hate those words. For some insane reason, candidates feel the best time to throw them out there is when they are being offered or about to be offered a new job. And it's about the worst thing you can do.

Why? Recruiting a new employee is expensive. I am not talking just about recruitment fees; there are hidden (and not so hidden costs) that the employer faces when they decide to employ you.

There are IT costs, salary costs, insurance costs, tax implications, stationery, hardware...the list goes on. And one of the biggest investments they will make is in your training. The cost of a handover to a new employee is not insignificant. To make this all worthwhile, the employer expects to get a return on investment – and that means they expect you to be at work and working, especially through those first few months when productivity may not be fantastic and you are still learning the ropes.

If you take a three week holiday during this time, you are effectively undermining your worth to the organisation. Not only have they spent a lot of money on employing you, but they now have additional costs covering your employment while you are on holiday.

Often, if the employer knows upfront that there is a holiday booked, and if they still think you are the best candidate for the role, they will make allowances for the holiday and there is no effect on your job offer. BUT if you spring it on them (and your recruiter) at the very last minute, you face an almost guaranteed backlash from the employer. Nobody likes a nasty, last-minute surprise. Your holiday could just be the equivalent of them opening the front door and finding a burning paper bag of dog excrement on the welcome mat. Think I am exaggerating? I bring you these real-life examples that have happened in the past few weeks:

Case 1 – the case of the long term temporary contract gone down the gurgler

A candidate was offered a nine-month contract role only to tell the consultant at offer stage that they had a four-week holiday booked during that time. The contract offer is withdrawn by the client.

Case 2 – the case of it's all or nothing baby!

A candidate was offered a permanent role and accepted with a note to say that they had a holiday booked in the next few months. Client withdrew the offer completely, choosing to go back to square one and start the recruitment process all over again rather than proceed with the candidate.

Case 3 – the case of the clear cut favourite who crashed and burned at the finish post

In this example, there was one candidate who stood out from the crowd and was a clear favourite to take the permanent job offer. When the offer was presented, the candidate admitted that they had an upcoming holiday booked. The client responded immediately to ask for references on their second choice candidate, saying that they now had serious doubts about the integrity of the original candidate.

It is not smart to keep this kind of thing until the end of the process. Do not think that you should make the client fall in love with you first before springing the pesky holiday on them. They don't love you THAT much, and you are going to sour the relationship before it even starts. Remember, from their perspective, there is always another candidate.

So what should you do if you have holidays booked and you want a new job?

If you are in a permanent position already and you don't want to wait until after your holiday before looking for a new role, then you should make everyone aware that you have an upcoming holiday right from the get-go. Will this put some potential employers off?

Potentially, but springing the holiday on them at the end of the process will put off just as many, and you will have invested all that time and emotion in the new role only to lose out in the end. If you are immediately available and looking for temp work, you need to make that holiday period clear with your recruiter from the start.

The recruiter may suggest looking at short term work to last until you go on holiday, or, if there is a longer-term opportunity on offer, they at least have the chance to put the situation to the client for consideration. Be honest and upfront with these things. Otherwise, you risk wasting everyone's (including your) time.

Find the job you love I Find the right talent
Get in touch with people2people
Australia   I    United Kingdom

In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.

Recent articles

How UK marketing teams can future-proof their strategy

By people2people UK • September 22, 2025
In 2025, UK marketing teams face a critical turning point. As technology like AI and automation reshape how campaigns are delivered, the demand for data-driven strategy, personalisation, and authentic engagement is higher than ever.
Calculator, pen, and financial documents with numbers and a graph.

Accounting Talent Crisis: Why are 94% of firms struggling to grow?

By people2people UK • September 15, 2025
The accounting industry is facing a growing talent crisis, with 94% of firms reporting that recruitment challenges are limiting their ability to grow. Staff shortages, an ageing workforce, and rising salary pressures are driving a shift toward outsourcing, offshoring, and tech investment.
Big Ben clock tower and Westminster Bridge in London, England.

Why British workers struggle to switch off despite leading in workplace trust

By Liz Jones • September 8, 2025
A workplace culture writer specialising in employee wellbeing, flexible working trends, and HR innovation. Helping organisations create healthier, more productive work environments through trusted insights and data-driven content.

UK Labour Market Holds Strong Despite Slower Pay Growth

By Liz Jones • August 27, 2025
The latest data shows that the UK labour market continues to perform steadily in 2025, with employment levels holding firm and job vacancies remaining historically high. While pay growth has slowed slightly, overall workforce activity remains strong, supported by high participation and resilient hiring demand. Liz Jones, Recruitment Director at people2people UK, says that this steady picture aligns closely with trends identified in the firm’s 2025 UK Market Report. “We are still seeing a healthy labour market,” she explains. “Employment is growing, and job openings remain strong, especially in sectors such as healthcare, logistics and professional services.” Employment Rate Rises, Unemployment Falls According to the July 2025 bulletin, the UK employment rate rose to 76.4 percent, the highest in over a year. The unemployment rate dropped to 3.7 percent, a level not seen since early 2020. This marks continued improvement in labour force participation following a volatile period during the pandemic recovery. Jones notes that this trend is being felt across multiple industries. "Businesses are rebuilding workforces and candidates are returning to the labour market," she says. "It is encouraging to see stronger engagement from both employers and jobseekers." Pay Growth Slows but Remains Positive One notable shift in the July update is a softening of pay growth. Annual wage increases for the period stood at 5.2 percent, down from 6.1 percent earlier in the year. This reflects a more balanced economic climate as inflation eases and employers stabilise budgets. “While pay growth is slowing, it is still above historical averages,” Jones comments. “Employers are adjusting to cost pressures, but most remain committed to offering competitive salaries to retain talent.” Vacancies Stay High, Reflecting Continued Demand Despite slower wage growth, the number of job vacancies remains elevated. Sectors such as care, education, and IT continue to post consistent hiring demand, with temporary and contract roles seeing a modest rise in 2025. “Our market report shows that employers are being more selective, but they are still hiring,” says Jones. “The competition for skilled talent is keeping demand steady, especially for roles that require specialist expertise or qualifications.” Implications for Employers With a stable employment base and slower but sustained pay growth, Jones suggests that now is a critical time for companies to refine their recruitment strategies. She recommends: Reviewing salary benchmarking to stay competitive in priority roles Streamlining recruitment processes to reduce vacancy durations Investing in retention through training and internal mobility Enhancing employer branding to attract passive candidates “The market is not slowing down,” she says. “It is settling. Employers who respond with clarity and flexibility will continue to secure great talent.” Summary The July 2025 labour market update confirms a period of stability for the UK workforce. While pay increases are moderating, employment levels remain high and hiring activity continues across core sectors. For recruitment leaders, this is a time to invest in strategy, not to pull back. With the right planning, employers can navigate this market with confidence.

Return-to-Office Pressure Drives Resentment

By Liz Jones • August 20, 2025
Pressure to Return to the Office Is Driving Resentment Among UK Workers As flexible working continues to define the future of employment, new findings suggest the UK may be facing a growing disconnect between employer expectations and employee preferences. According to people2people UK’s 2025 Market Report, more than half of workers feel increasing pressure to spend additional time in the office, a shift that is impacting engagement and retention across multiple sectors. Liz Jones, Recruitment Director at people2people UK, says that rigid workplace policies are now a leading contributor to candidate reluctance and employee churn. "Our data shows that 54 percent of UK employees feel pushed to return to the office more than they want to," she explains. "This pressure is not just inconvenient. It is reshaping how people view their current roles and future opportunities." Where the Pressure Comes From The 2025 Market Report found that much of the drive to return to the office stems from top leadership, with executive teams leading the call for more on-site presence. This push is not always aligned with performance metrics or employee feedback. "This is not about output or productivity," says Jones. "It is about outdated assumptions. Leadership often equates visibility with value, but that mindset is increasingly out of step with how modern teams work best." The mismatch between executive expectations and employee needs is contributing to declining morale, particularly in office-based roles that could easily operate on a hybrid basis. Flexibility Still Matters Despite the push to increase office attendance, flexibility remains a top priority for candidates and employees. The Market Report confirms that roles offering flexible working continue to receive more applications, fill faster, and maintain lower turnover rates. "Flexibility is not a temporary trend," Jones adds. "It is now a standard part of what professionals expect. Candidates are telling us clearly that how they work matters just as much as where or for whom." The data reveals that teams which embrace flexible models tend to report stronger engagement, better collaboration, and improved retention outcomes, especially in sectors such as tech, finance, and professional services. What Employers Should Do To stay competitive, Jones advises that employers need to reevaluate their return-to-office strategies with both data and empathy in mind. people2people UK recommends: Involving employees in setting attendance expectations Tailoring policies by role, function, and team needs Communicating the reasons for on-site requirements clearly and consistently Measuring the impact of attendance policies on productivity and engagement "One-size-fits-all approaches no longer work," Jones notes. "Companies that listen to their teams and create flexibility within structure will outperform those that rely on top-down mandates." Looking Ahead As the labour market continues to evolve, the ability to offer meaningful flexibility will be a deciding factor in who attracts and retains top talent. The 2025 UK Market Report shows a strong correlation between adaptive working policies and long-term business resilience. "Employers have a choice," Jones concludes. "They can lead with trust and flexibility, or risk losing great people to those who do."

Latest Media Features

Get in touch

Find out more by contacting one of our specialisat recruitment consultants across Australia, New Zealand, and the United Kingdom.

Contact us