Denied Holiday Leave: A Personal Story About Workplace Fairness and Work-Life Balance
For several years, I followed the same routine every holiday season. I would submit a request for a week off around Christmas to visit my family, and each year the result was the same — denied. Determined to plan ahead, I submitted my vacation request as early as June this time, hoping that early planning would improve my chances.
Yet when the holiday schedule was finalized, four coworkers were approved for time off — and once again, my request was rejected.
When I asked my manager why, he explained that since I didn’t have children, I should be more flexible and act as a “team player.” I responded politely, but the explanation stayed with me. Spending time with family during the holidays mattered deeply to me. I began to question whether personal time and employee well-being were valued equally within our workplace culture.
When Work-Life Balance Is Uneven
Research consistently shows that fair leave policies and work-life balance significantly influence employee satisfaction and retention.
According to the U.S. Bureau of Labor Statistics (BLS), access to paid leave is a key factor in job quality and employee stability. In 2023, 79% of civilian workers had access to paid vacation benefits, but approval and usage policies vary widely by employer (BLS, Employee Benefits Survey).
Additionally, research from Gallup finds that employees who feel their personal well-being is respected are significantly more engaged and less likely to seek employment elsewhere.
In my case, the issue was not simply about one holiday request. Over the years, I frequently filled gaps when others needed time off. I believed flexibility was part of being a supportive team member. However, I slowly realized that consistent sacrifice of personal time — particularly during meaningful family events — created an imbalance.
Workplace fairness should not depend on whether an employee has children. The Equal Employment Opportunity Commission (EEOC) notes that employers must avoid discriminatory practices in scheduling or leave allocation based on family status if it results in unequal treatment.
The Turning Point: Choosing a Healthier Work Environment
The turning point came quietly.
An announcement appeared on our company’s internal board welcoming me to a new organization starting in January. I had accepted a position with a company that emphasized work-life balance, respected early planning, and applied leave policies consistently.
My manager was surprised and later asked why I had made what he called a sudden decision. I calmly explained that the decision had been forming for some time. Fairness in scheduling matters — regardless of whether employees have children.
Research from the Society for Human Resource Management (SHRM) supports this perspective, noting that transparent and equitable leave policies improve retention, morale, and organizational trust.
Why Work-Life Balance Is a Retention Issue?
Employee turnover is often linked to perceived unfairness and lack of flexibility.
According to Harvard Business Review, perceived inequity in workplace policies can reduce employee engagement and increase turnover intentions. Employees who feel their time is undervalued are more likely to seek employers aligned with their personal values.
Work-life balance is not just a personal preference — it is a recognized contributor to mental health, productivity, and long-term job performance.
The World Health Organization (WHO) has also emphasized the health risks associated with chronic overwork and poor work-life balance, linking excessive work hours to stress-related health outcomes.
A Lesson in Valuing Personal Time
As my final days at the company approached, I felt relief rather than regret. My manager later sent a brief message wishing me well, and I appreciated the gesture.
This experience reinforced something important:
Supporting colleagues and contributing to a team should not require consistently sacrificing meaningful personal time. Healthy organizations understand that employees — with or without children — have families, traditions, and personal commitments that matter.
This Christmas, for the first time in years, I will celebrate with my family without worrying about workplace obligations.
And the lesson I carry forward is simple:
Valuing your own time and well-being is not selfish. It is necessary for long-term professional fulfillment and sustainable career growth.
