January 18, 2019
An employment probation period is a trial period for new employees. Probation periods allow employers to deal with any early problems legally, with minimal fuss and minimal risk.
A probationary period should be an essential part of your recruitment process. But, many employers don’t use them to their full potential.
Here are some tips for effective employee probation.
You should only use probationary periods for new starters.
If a team member is moving to a new role, performance should be managed in the context of your existing processes.
We suggest a probationary period of at least 6 months to allow enough time to evaluate performance. Whilst someone can keep up an act for 3 months, after 6 you’ll have much greater knowledge of them.
If you decide you want them to stay before 6 months is up, you can always confirm them in post earlier. And don’t forget to drop them a line to share the good news!
If you’re not sure about an employee after 6 months, you can extend the probationary period.
Ensure you don’t fail to hold probationary meetings or confirm a new employee in
If you’re in doubt about a new employee, don’t take them on.
If you’re considering ending the contract of a new employee, ensure you tell them in advance that their final probationary meeting might result in a decision not to confirm them in post.
Make sure if you’re considering ending their contract, they’re allowed to bring along a trade union representative or colleague to the meeting.
Following dismissal, ensure prompt communication of the reasons why. Employees should be allowed to appeal.
Employees only have the right to claim unfair dismissal after more than 2 years employment.
However, there are several reasons for dismissal set out in legislation which are automatically classed as unfair. For these, a
To avoid a claim for Wrongful Dismissal it is also important to follow your statutory obligations or contractual terms. You should:
If you’d like advice on staff Probationary Periods, or other related HR issues, , we’d be happy to help. Call Debbie today on 01278 802329.