Nothing exposes a bad boss faster than an employee trying to take time off for something joyful. When one worker asked for three weeks off for his honeymoon, his golf-addicted manager not only ignored emails but had the audacity to tell him to “reconsider his position” if he wanted time away.
So he did exactly that and quit. What followed was a glorious domino effect of corporate chaos, unread emails, and karmic payback that left the boss jobless while the newlywed found a better role and got a fully paid honeymoon.
One man’s simple honeymoon plan turned into a corporate meltdown after his manager refused to approve his vacation
Requesting vacation time for life events, such as a honeymoon, is a standard employment expectation in most full-time roles. Yet, conflicts often arise when managers fail to acknowledge employee rights or follow basic HR protocols.
In this scenario, the employee requested three weeks off for their honeymoon, well in advance and with adequate vacation accrual, but the manager denied the request and suggested the employee “reconsider their position,” effectively threatening job security for asserting a reasonable entitlement.
Employment law experts note that denying accrued vacation without valid business justification can constitute unfair labor practice, especially if the denial is punitive or discriminatory (Government of Canada, Employment Standards).
Additionally, HR literature emphasizes that managers are responsible for communication and delegation, particularly during planned absences, to prevent workflow disruptions (Society for Human Resource Management, 2020).
The employee’s response, resigning immediately, documenting communication, and involving HR, represents a best-practice approach to protecting both legal and professional interests.
By formally notifying HR and copying management, the employee ensured proper transition of responsibilities and created a paper trail to shield against retaliatory actions.
Behavioral research in organizational psychology highlights that assertive, documented compliance can reduce workplace exploitation and clarify accountability (Journal of Organizational Behavior, 2018).
Interestingly, the manager’s lack of follow-through during the transition, combined with prior mismanagement of duties, exposed systemic deficiencies.
The employee’s exit, paired with responsible handover communication, forced the company to address managerial incompetence, ultimately resulting in legal scrutiny and termination “with cause” for the manager.
This demonstrates how employees can leverage procedural compliance and documentation to safeguard their rights while highlighting organizational weaknesses.
In summary, this incident underscores three key lessons:
- Employees should document all vacation requests and managerial responses.
- Managers must respect leave entitlements and communicate clear transition plans.
- Proactive HR involvement can prevent conflict escalation and ensure fair treatment.
Here’s how people reacted to the post:
These commenters praised OP for standing their ground, saying the boss gambled and lost
This group shared their own stories about taking time off for weddings or honeymoons
These Redditors pointed out the boss’s hypocrisy, taking long golf breaks while denying others time off
This commenter told a detailed success story about leaving a toxic boss
This user added comic relief, joking that they’d do almost any job for money, except play golf
Would you have quit on the spot, or tried to fight for your honeymoon? Tell us, have you ever dealt with a boss who mistook control for leadership?
