body: My employer is trying enforce new rules about how we use our annual leave. Among other points they require the following are the ones of concern:
  
  
  1. 50% of annual leave must be booked (planned, bot necessarily taken) by September
  2. There must be at least two people in the office on all working days
  3. The manager has priority over leave during the Christmas break this year as he missed it last year (due to the enforcement of rule number 2 that he introduced).
  
  
  Due to the slightly chaotic nature of my life outside of work, planning leave a long way ahead is extremely difficult. And although I'm not too concerned about needing 2 people in the office at any time it is obviously more of a concern at Christmas. I don't live very far away from my workplace, we have full remote access and I have said I am prepared to be "On Call" for an emergency but am not physically required in the office. However my manager is adamant that I physically need to be here. Also denying out leave during that period to give himself priority seems an abuse of his position.
  
  
  Am curious what restrictions they can legally enforce?
  
  
  
title: Can an employer dictate when an employee can take annual leave?