Groom Fumes Time-Off Request for His Wedding Day Was Rejected: 'Error'

A groom-to-be was left fuming after discovering the time-off request for his wedding day was rejected at work.

The man shared his frustration to Reddit's Antiwork forum, under username Acidalia-planitia, captioning the post: "PTO [paid time off] for my wedding week declined."

He raged: "I'm getting married July 22 (very excited!!!!!!) and I saw last week my PTO for the week of was rejected.

"Thought maybe it was an error, but I checked the schedule and I'm put on to work the 21st and 22nd, the actual f****** day of my wedding. Hope they figure something out cause I ain't going lmao."

The post has amassed more than 27,000 upvotes since being shared on Sunday, and can be read here, as people were outraged on his behalf.

Many People Outraged

Reasonable-Bag1459 stated: "PTO stands for Prepare The Others, because you sure won't be there! Have a wonderful wedding!"

HungrySummer admitted: "Yeah I don't work places where PTO has to be approved. PTO means I'm telling you I'll be off, not asking."

Notdominique revealed: "My job tried to write me up for a no call no show when I was on my honeymoon. I don't work there anymore and life is much better."

Livestrong2109 claimed: "I got fired for taking a week for my honeymoon. F****** wish I had just quit and taken two weeks. Would have been so much less stressed."

Smaartypants advised: "Now you know how much your company values you. Act accordingly."

Electrical_Show4747 reckoned: "Just go to your wedding. May sure you turn off your phone and enjoy your day, with your people."

ItsmeHazzardous commented: "My time off is never requested. It is informed. "Hey, boss, I will not be here these days." So f*** em. Have fun at your wedding!"

RepulsiveGarbage8188 said: "Just remember—it's not a request, it's notice."

While BKallDAY24 joked: "Sorry you are going to miss the wedding should be a good time just swing by after you are done working!"

The groom later edited the post and shared an update, informing a relieved Reddit he'd managed to get the days off in the end.

'Scheduling Mistake'

But he claimed this wasn't the first time something similar had happened, saying: "I got the days off! It was a scheduling mistake, but still frustrating as this isn't the first time it's happened (was scheduled to work after requesting off for surgery in May).

"That being said, I do actually quite like my job so I'm glad it was sorted bc despite everything I LOVE what I do and doubt I'd be happy leaving my unit I'm a tech at a labor and delivery hospital unit). Thank you all for the support and well wishes for my wedding!"

The husband-to-be, based in Texas, later added in a comment: "I put in the request two months ago. Normally I don't even work Thursday-Friday bc I traded shifts with a new hire so I was less concerned that they'd put me exactly on the day of."

He claimed he "waited for my boss to answer me two days after I contacted her" to get a reply explaining about the scheduling mix-up.

In the U.S., there are laws guaranteeing unpaid time off in certain situations, under the Family and Medical Leave Act (FMLA).

According to the U.S. Department of Labor, the act: "Entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave."

The 12 weeks of unpaid leave per one year period can be taken for the birth of a baby, or fostering or adopting a child—both within a year.

Caring for a spouse, child or parent who has a serious health condition is also covered, as is the staff member developing a serious health condition that means they can't work.

And the FMLA also confirmed the 12 weeks applies to: "Any qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is a covered military member on 'covered active duty;' or

"Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember's spouse, son, daughter, parent, or next of kin (military caregiver leave)."

Newsweek reached out to Acidalia-planitia for comment.