Now, don’t let the word “probation” scare you. It’s not as daunting as it sounds, and it can actually be a lifesaver for your business. Let’s dive in, shall we?
What’s a probation period, anyway?
Think of it as a trial run for both you and your new hire. It’s typically a three-month period at the start of employment where you can part ways more easily if things aren’t working out. It’s like dating before getting married – you’re making sure you’re a good fit for each other!
Why bother with probation periods?
Well, sometimes people interview like superstars but turn out to be not quite right for the job. Or maybe they’re great, but just don’t mesh with your company culture. A probation period gives you an escape hatch if you need it, without all the hassle of a full-blown dismissal process.
The legal bits (don’t worry, we’ll keep it simple)
Here’s the thing – there’s no specific law about probation periods. But if you put it in your employment contract, it becomes binding. Just remember to play fair – the Equality Act 2010 still applies, so no discriminating, okay?
Setting up a probation period
Pop a clause in your employment contract that covers:
- How long the probation period is (usually 3 months)
- Notice periods during probation
- Your right to extend the probation if needed
Managing probation like a pro
- Nail your induction (NOTE – LINK TO INDUCTION BLOG): Help your newbie hit the ground running.
- Be crystal clear about expectations: Tell them what awesome looks like in their role.
- Set some simple targets: Give them something to aim for.
- Keep notes: Jot down how they’re doing each week.
- Have regular catch-ups: Chat about their progress over a cuppa.
- Address concerns early: If something’s not right, speak up sooner rather than later.
What about employee rights?
During probation, your new hire still has all the usual statutory rights – minimum wage, holidays, sick pay, the lot. You can hold back on some perks till they pass probation, though.
Saying goodbye during probation
If things really aren’t working out, you can let them go. But play fair:
- Give them a chance to improve first.
- Have a formal meeting to discuss ending their contract.
- Give proper notice (usually a week after the first month).
- Let them appeal if they want to.
Extending probation
If you’re on the fence, you can extend the probation period. Just make sure to do it in writing before the original period ends. Be clear about what you need to see improve.
When probation ends
If all goes well and your new hire passes probation, let them know in writing. It’s a great way to make them feel valued and part of the team.
The wrap-up
Probation periods might seem like extra work, but they’re a handy tool for making sure you’ve got the right person on board. They give you flexibility while you’re getting to know your new hire, and they give your newbie a clear framework for settling in.
Remember, the goal isn’t to catch people out – it’s to set everyone up for success. Use this time to support your new hire, give feedback, and make sure they’re the right fit for your business.
So there you have it – probation periods demystified!
Now for the boring legal disclaimer –
The content in this blog is for general information only, please don’t rely on it as legal or other professional advice as that is not what we intend.
If you want a hand with HR compliance or culture then let’s chat!
