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Get expert guidance on probation periods and reviews
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Probation periods and reviews are important for your business
A probationary period is used to see if an employee is suitable for a position. They’re normally used at the start of a job when a new employee is hired. And also, when an existing employee is given a new internal role.
Probationary periods help you determine if you’ve hired the right candidate for your business; and they’re also beneficial for employees too. The trial period allows them to express an eagerness for the job; and start their tasks and responsibilities without too much strain.
What do you need to do successfully complete a probation review?
We can help your business with probation period rules, through tailored employment contracts and handbooks. These provide your new employee with details on the nature of the job role and responsibilities required. And include information on:
- How long the probation period will be
- How tasks and responsibilities will be outlined
- Rules on notice periods
- Rights to extend the probation period
- How the final verdict will be presented
Once the probation period is over, you should hold a review meeting. The aim of the meeting is to showcase whether to develop the employee further, or to let them go. And we have probation review templates that can make this a success for you.
If things don't work out, is your business protected?
New employees can be dismissed during a probationary period. You might decide the new employee is not working out or are a poor job fit. If you aren’t satisfied with their performance, you can either extend their period further or dismiss them.
But if you decide on dismissal, it's important to present your reasons for why they are unsuitable and how they could potentially improve. Remember, employees can appeal your decision if they believe it’s unlawful and raise it to legal courts.
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