Planning a wedding is stressful enough without adding workplace drama into the mix. But for one Reddit user, it turned into a full-blown showdown with his manager. Imagine having your big day and honeymoon meticulously planned, leave balance ready, and backups sorted—only to have someone suddenly question your time off. It’s a scenario many professionals can relate to: when personal milestones bump heads with office rules, who wins?
One employee recently took to Reddit to share his frustration after his manager suddenly denied his wedding leave. He explained that he was getting married at the end of November and had informed his manager and team well in advance about taking time off in December for his marriage and honeymoon. He had already prepared all his backups and ensured that his work would be fully covered during his absence.
When he finally formally requested his leave, his manager pushed back, claiming he could only give three days for marriage because “that’s the policy.” The employee needed 11 working days and had 28 days of leave saved specifically for this occasion. His manager tried to compromise, offering three marriage days and five vacation days instead.
Confused, he checked with HR, who confirmed that he could indeed take 11 consecutive days if he had the leave balance and his manager approved it. The employee clarified that these days were non-negotiable—after all, it was his wedding. He even offered to take unpaid leave if necessary, but his manager insisted he “did not know about the policy.”
Frustrated but determined, he plans to go ahead and submit the leave request, making it clear to the team that he won’t be available during that period. He believes he has communicated everything in advance, confirmed with HR that it’s fine, and sees no reason to be penalised because of one person’s ego.
The post quickly struck a chord, sparking discussions about workplace rigidity and the clash between personal life and managerial authority. As he summed it up, “It’s honestly ridiculous. What do these managers even want? Are we supposed to stop living our lives because they couldn’t live theirs properly?”
Internet reacts
Several Reddit users shared similar experiences and advice for handling wedding leave conflicts. One suggested writing a firm, professional email to HR stating that the leaves are non-negotiable, highlighting prior discussions, and involving higher-level managers if needed. The key is to approach it as a business matter rather than a personal fight.
Others shared personal stories: one took seven days off for his brother’s wedding despite the manager’s objections, accepting a slightly lower appraisal but enjoying the time. Another highlighted that prioritizing life over money improves work-life balance, noting how some employees risk joining toxic workplaces purely for higher pay.
Many recounted situations where managers initially denied leave, but by standing firm—sometimes agreeing to unpaid leave—they secured the full time off. The consensus: weddings are once-in-a-lifetime events, and employees shouldn’t compromise. Money can be recovered; the experience cannot.
One employee recently took to Reddit to share his frustration after his manager suddenly denied his wedding leave. He explained that he was getting married at the end of November and had informed his manager and team well in advance about taking time off in December for his marriage and honeymoon. He had already prepared all his backups and ensured that his work would be fully covered during his absence.
When he finally formally requested his leave, his manager pushed back, claiming he could only give three days for marriage because “that’s the policy.” The employee needed 11 working days and had 28 days of leave saved specifically for this occasion. His manager tried to compromise, offering three marriage days and five vacation days instead.
Confused, he checked with HR, who confirmed that he could indeed take 11 consecutive days if he had the leave balance and his manager approved it. The employee clarified that these days were non-negotiable—after all, it was his wedding. He even offered to take unpaid leave if necessary, but his manager insisted he “did not know about the policy.”
Frustrated but determined, he plans to go ahead and submit the leave request, making it clear to the team that he won’t be available during that period. He believes he has communicated everything in advance, confirmed with HR that it’s fine, and sees no reason to be penalised because of one person’s ego.
The post quickly struck a chord, sparking discussions about workplace rigidity and the clash between personal life and managerial authority. As he summed it up, “It’s honestly ridiculous. What do these managers even want? Are we supposed to stop living our lives because they couldn’t live theirs properly?”
Internet reacts
Several Reddit users shared similar experiences and advice for handling wedding leave conflicts. One suggested writing a firm, professional email to HR stating that the leaves are non-negotiable, highlighting prior discussions, and involving higher-level managers if needed. The key is to approach it as a business matter rather than a personal fight.
Others shared personal stories: one took seven days off for his brother’s wedding despite the manager’s objections, accepting a slightly lower appraisal but enjoying the time. Another highlighted that prioritizing life over money improves work-life balance, noting how some employees risk joining toxic workplaces purely for higher pay.
Many recounted situations where managers initially denied leave, but by standing firm—sometimes agreeing to unpaid leave—they secured the full time off. The consensus: weddings are once-in-a-lifetime events, and employees shouldn’t compromise. Money can be recovered; the experience cannot.
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