In this blog I want to talk about the probation period. This is one of the critical periods during any employee’s working season. When making the decision to bring a new employee on board, you have already gauged their potential during the interview stages. However, the real test lies in evaluating whether they can translate their words into actions once they are part of your organisation – to put it in real talk, they’ve walked the walk but can they talk the talk?
The duration of a probation period is ultimately at the discretion of the employer but typically spans between three to six months. Under new laws introduced in 2023 under the EU (Transparent & Predictable Regulations) Act probation periods can only be extended past 6 months in exceptional circumstances only e.g a period of absence.
Effective Management of Employees on Probation:
During the probation period, it is essential to support employees effectively by adhering to these key steps:
1. Clarify expectations: Ensure that employees have a clear understanding of their job requirements.
2. Provide training and support: Offer the necessary guidance and resources for employees to fulfil their roles.
3. Conduct reviews: Carry out interim reviews and an “end of probation review meeting” to assess the employee’s progress.
The “end of probation review meeting” serves as a crucial point for making the final decision regarding the employee’s continuation with the organisation or termination. It is important to be transparent with your employee about the nature of this meeting so that both parties are prepared.
Employees may automatically pass the probation period if this meeting is not conducted, potentially entitling them to contractual rights and benefits – so this is really something to be taken seriously.
Managing Termination During Probation:
Terminating an employee during their probation period is permissible, particularly for reasons related to conduct, attendance, or performance. However, it is essential to manage this process meticulously to mitigate the risk of an unfair dismissal claim.
In my years as an HR professional I’ve seen many probation periods go well & some which didn’t work out so have tons of advice for businesses of all types on how to effectively manage this stage in the employee cycle.
Book an appointment with me if you’d like some help with staff on probation or want a guideline on how to hold an effective end of probation meeting that complies with all regulations.