Bit of a dull question. Company (medium sized multi-national) wants to impose a no holiday condition for June 2011 (end of financial year). I'm not hugely concerned, but it does impact potential holidays at half term. I could understand (perhaps) if I was in manufacturing or sales, but I'm not.
Question for HR people - does this constitute a change in conditions and require a new contract? I personally think it's just a bit arsey of them, considering we tend work and travel at weekends a few times per year.