CEO denies two-day honeymoon leave and faces backlash over ‘rage-baiting’

The decision by Lauren Tickner, CEO of a British marketing company, to reject an employee’s request for two days off to attend a wedding has sparked widespread debate. Her acquittal, published on social media, raised many important questions.

An obvious lack of training and replacement training?

Tickner initially said the leave request was denied because the employee had not adequately prepared for his absence. She said the employee failed to prepare a suitable replacement before requesting leave, which she said could have jeopardized the progress of two very important projects. Stressing the importance of maintaining workflow, Tickner instructed the employee to ensure there was a trained substitute available before considering leave. This lack of foresight put the company’s tight deadlines at risk, she said.

Sabbatical Leave Policy

Despite her initial denial, Tickner later reached out to Threads to provide additional context for her decision, highlighting her company’s “Flexible Leave” policy. Designed to give employees freedom and trust, this policy allows them to take time off without management approval. Tickner encouraged the employee to use the policy in the event of future absences, emphasizing that team members can set their own schedules, choose where they work and take time off at their discretion within the company.

“It’s called flexible leave.” (The opposite of micromanagement and outdated policies). Your employees set their own hours. They work where they want. They take days off whenever they want,” she explained in her post.

Balance between flexibility and responsibility

Tickner elaborated on the philosophy behind the policy, emphasizing that it fosters a culture of trust and mutual respect within the team. This approach motivates high-performing employees to maintain a strong work ethic, she says, because those who abuse the system risks losing respect among its peers. She implied that this policy creates a self-regulating environment in which team members hold each other accountable.

“The biggest advantage? The best players don’t respect slackers. Anyone who takes too much time off loses status. Flexible leave is a policy that builds trusting teams. How do you feel about unlimited free time?” she added, inviting the public’s views on her management style.

Split Answer: Social Media Reaction

Tickner’s post quickly went viral, sparking debate among social media users. Many found the CEO’s position controversial, noting that her decision to deny time off seemed to go against the spirit of the company’s flex time policy. People on social media argued that if employees truly had the freedom to take time off whenever they wanted, asking for a short two-day vacation shouldn’t be a point of contention.

Some users felt that the emphasis on replacement training was a reasonable expectation, especially given the urgency of the project. They emphasized the importance of maintaining continuity in a business environment where deadlines are of the essence. Others, however, found the CEO’s position to be overly harsh, especially in the context of such a personal event as a wedding. The incident has raised broader questions, let’s take a look.

One user commented: “Two days? You could express your concerns and give them two days off. This will improve your status in the future. I can’t believe your business is hanging by a thread because two employees want two days off. “

Another commented: “What I don’t like is that anyone who takes too much time off loses status. You’re pretty much blaming people for not using their PTO. Who defines what is too much time? Some employers may think that 2 weeks a year is the most a person needs, I would disagree.”

A third commented: “– It’s the end of the year, and they only took 2.5 weeks off? -Are they part of management where training is their responsibility? – even after people with LIMITED PTO have used their PTO, get approval for leave (possibly with a mark on their attendance record) as long as there is sufficient notice – seems to be the only reason why Are you really denying this – is this lack of preparation your end?”

“Serious question, I read it completely. Post 1 begins “I refused my employee’s request to give him 2 days off”, #2 “- Find a replacement”, #3 “This is called “flexible leave”. and #4 “Biggest benefit? The best players don’t respect slackers.”That’s it, and I don’t see where she comes across as the good guy here. She gives flexible leave to her employees, wow! Except when she doesn’t allow it and makes her employees “lose status” if they take too much time off. She’s not a nice guy.

Ultimately, Tickner’s decision sparked a debate about how companies can balance the need for employee freedom with the demands of business operations. Meanwhile, her attempts to deal with the backlash only created more confusion, despite her repeated requests for people to “read through” her explanation. She also faced accusations of “rage-baiting” after many suggested she deliberately crafted a provocative post to spark controversy and increase engagement.