need guidance

[kunoo3]

I had taken some extra leaves in 2023, which was above the 30annual leaves my employer gives... so I took 16 extra days and worked from home but not applied as annual...

Now I am worried what shall I do, my employer will not allow me to go back and apply those in system as I might have breached compliance and they will reprimand me

But ILR says if we take more than 30days leave we need to get all the days authorised by our employer... what should i do now... I have taken 16 extra leaves, so total 46 in 2023.... Im so scared now my ILR will get cancelled as I dont have evidence

[zimba]

This has no relevance to compliance. There are no rules governing how many days you must take as holidays and there is no need to provide any evidence for them

All you need to know about the sponsor letter for Skilled Worker route

[kunoo3]

my ILR I'm a bit stressed. Can you let me know if this sounds right?
​The Situation:
​The Theory: My understanding is that for ILR, the Home Office requires an employer-approved list of absences. Case workers might cross-reference these with HR, and discrepancies (like extra leave without a P60 pay cut) could trigger an inquiry into whether the leave was authorized.
​
My Issue: I’ve worked from India a few times (7 days one trip and 7days next trip in one year) without officially informing my employer or HR. On paper, I was 'working,' but my passport stamps will show I was abroad.
​
The Risk: My company uses a consultancy (like EY) for renewals. When they ask for my travel dates to fill out the forms, they’ll see the dates I was in India don't match my booked leave in the HR system. I'm worried EY will flag this to HR

​The Dilemma: like just within 5 yeats If I decline a visa renewal to apply for ILR myself, the company might still insist on the renewal as a safety net, which brings me back to the EY audit.

I am so stressed how to get out of this situation.... its is really stressful for me...

[zimba]

You have invented your own imaginary rules and now stressing that these imaginary rules will fail you. Your employer does NOT have to know when you left the UK. This is nonsense and is not required as part of the rules. Where does in the immigration rules says that you remployer must confirm how many days you were outside the UK ?? Where did you get this information ?? How can even an employer know when you left the UK ??

Absence from work is NOT the same as absence from the UK. Did you read the link I shared above or not ??

[kunoo3]

I have read what you have shared. Thank you for that.

And sorry if i made my question really confusing, actually my organisation hires deloitte to do the visa renewal for us.. And Deloitte has a platform cobalt, when i will fill my passport stamped leaves in it, they will be more than what my company leave tracker shows outside uk. And I think because Deloitte puts a lot of focus on compliance they might see that i took some extra leaves outside uk (14days) which are not logged in office system.

My organisation doesn't allow work outside uk, so I am scared that they cobalt will match my passport leaves with company applied leaves......

All leaves are less than 50, but i took some unauthorised 14 days leave outside uk due to some emergency

[zimba]

Your company policy and the compliance with immigration rules are not the same things. The rules do not care about this. If your company internal policy cares about this, then this is between you and your company. From the immigration rules perspective, this is a non issue. There is no requirement that the company must track the time you spent outside the UK. Tracking an employee for the time spent outside the UK is not part of the immigration compliance