There is no legal requirement to have a probationary period but by having it written into a contract of employment, can give both the employee and employer the opportunity to assess whether they are a good fit for each other.
Here are our top tips:-
- Make sure you have a clause in the employee’s contract of employment setting out how the probationary period will operate and how long it will last (typically they last 3 to 6 months) and do include a provision for the probationary period to be extended.
- There should be no surprises
- Don’t wait until the end of the probationary period before addressing any concerns you may have relating to performance or conduct.
- If there are concerns put measures in place to help the employee to improve.
- Plan for the probationary period
- Gather feedback from other managers
- Reflect on work they have completed
- Use a probationary review form
- This can be used to help structure your meeting and can be used to agree any action points
- After the probationary meeting, write to confirm the outcome.
- If you are extending the probationary period, make the required standards clear i.e. when are going to review and confirm the possible outcome of not achieving.