Changing Jobs and Planned Vacation – Are They Mutually Exclusive?
The summer season is a time when we head off on long-awaited vacations, but for many, it is also a period of intense career changes. While browsing job listings on platforms like ITcompare, we often find openings that perfectly match our qualifications. However, a dilemma arises: what if the recruitment process is successful, but we have already bought plane tickets or planned a family trip? Will a new employer look favorably upon an employee who wants to take a two-week vacation right after being hired?
Many candidates fear that mentioning a vacation during the recruitment stage will ruin their chances of getting hired. This fear is completely unfounded. The keys to success are honesty, choosing the right time to bring up the topic, and knowing your rights. In this article, we explain how to handle this situation professionally, regardless of the industry you work in – from logistics and finance to retail and the IT sector.
When Is the Best Time to Talk About Your Vacation?
Timing plays a crucial role in recruitment. Revealing your vacation plans too early or too late can be perceived as unprofessional. So, when is the best time to talk about it?
- What to avoid? Do not mention your vacation in your resume or during the initial, brief phone screening, unless the recruiter explicitly asks about your availability. At this stage, the company is evaluating your skills, not employment logistics.
- Bad timing: Waiting until your first day at the new job to share this information. Presenting the employer with a fait accompli can damage trust right from the start and complicate team planning.
- The perfect timing: The job offer stage. Once the employer decides they want to hire you, you hold the strongest negotiating power. This is the perfect time to discuss technical details, such as your start date, salary, and pre-planned trips. Alternatively, you can bring this up during the final stage of interviews, when questions about your notice period and potential start date naturally arise.
How to Talk to a Recruiter: Practical Negotiation Techniques
Discussing vacation with a new employer does not have to be stressful. It is best to approach it as a partnership and propose concrete solutions. Here are a few tips on how to frame your request:
1. Focus on transparency and facts. Inform the recruiter that the trip was planned and paid for well in advance (e.g., several months ago). Employers understand that vacation bookings are made ahead of time and rarely expect candidates to cancel their plans.
2. Show a readiness to compromise. Demonstrate that you care about a smooth onboarding process. You could say: "I have a vacation planned from August 10th to August 24th. I am very excited about this role, so I would be happy to start on July 1st to complete key training before I leave, or – if it is more convenient for you – we can push the start date to September 1st."
3. Propose formal options. Signal that you are open to different ways of accounting for these days – for example, unpaid leave if you will not have accrued enough vacation days with the new employer yet.
Formal and Legal Solutions Under the Labor Code
Before you begin negotiations, it is helpful to know how the Labor Code regulates vacation time after changing jobs. When moving to a new company during the calendar year, several important rules apply:
Proportional Leave (Prorated Vacation)
At a new employer, you do not immediately receive your full annual leave allowance (20 or 26 days). Your leave is calculated proportionally to your employment period with that employer during the calendar year. For example, if you are entitled to 26 days of leave per year and sign a new contract starting August 1st (resulting in 5 months of work by the end of the year), you will be entitled to 11 days off with the new employer (5/12 of 26 days, rounded up). It is worth noting an important regulatory change: starting in 2026, documented periods of running a business (B2B) and working under mandate contracts (umowa zlecenie) will also count toward the total years of service that determine leave allowance (20 vs. 26 days). For many specialists, this means reaching the 26-day threshold much faster.
Advance Leave (Granted Ahead of Accrual)
If your planned trip is longer than the number of days you will have accrued proportionally by the time of your vacation, the employer may (but is not required to) grant you advance leave. This is a gesture of goodwill by the company. However, it requires mutual trust, as in the event of a sudden separation before the end of the year, any excess leave taken will have to be accounted for in your employment certificate.
Unpaid Leave
This is the most common and safest solution for both parties. If you have not yet accrued vacation days at your new job, you can request unpaid leave for the duration of your trip. A new employer will typically agree to this without issue, provided the matter was agreed upon during the recruitment stage.
Delaying the Start Date
Often, the simplest logistical solution for the HR department is simply to sign the contract with a start date falling right after you return from vacation. This avoids complex payroll calculations during your first month of employment, and you can fully enjoy your rest, knowing that your new job is already waiting for you.
What About Other Forms of Employment (B2B, Mandate Contracts)?
If you are changing jobs and signing a B2B contract or a mandate contract, the Labor Code does not regulate your time off. Other industries, such as marketing, consulting, or medical services, are also increasingly using these forms of collaboration. In this case, everything depends on the contract terms. It is becoming standard practice to include clauses for paid service breaks (e.g., 20 or 26 days per year) in B2B contracts. If you are negotiating such a contract, inform them about your planned vacation and ensure that the agreement allows for flexible scheduling of time off even in the first weeks of cooperation.
Secure Your Agreements in Writing
While verbal agreements with a recruiter or your future manager are valuable, it is always wise to get them in writing. The best way is to ask to include a clause about your planned vacation in the job offer letter or to confirm this fact in an email summarizing the terms of employment. This will help you avoid any misunderstandings once the matter reaches the HR and payroll department.
Summary – Vacation Is Not a Career Obstacle
Changing jobs during the vacation season does not have to mean giving up your well-deserved rest. Employers looking for qualified specialists in today's job market understand perfectly well that employees have personal lives and plans. The key to successful negotiations is a professional approach, openness, and presenting ready-made solutions. By using the ITcompare aggregator, you can confidently apply for positions that interest you all year round – including in the summer – knowing that with the right preparation, you can easily balance starting at a new company with your dream vacation.