Handling of Probationary Periods
The probationary period is, essentially, a trial period in the new role, which allows the line manager and employee to assess objectively if the employee is a good 'fit' for the role. Although there is no legal requirement to have a probationary period, using probationary periods effectively means that a formal mechanism is in place to ensure that any concerns about the employee's conduct or capability can be addressed at an early stage.
The line manager should have regular progress meetings with the new employee during the course of the probationary period and then a final review meeting at which the employee will be confirmed in post, the probationary period will be extended or employment will be terminated. Simply-docs has created some straightforward Guidance Notes for Employers: Probationary Periods to take you through the process of managing probationary periods to the benefit of your business.
At the end of the probationary period the line manager should hold a probationary period review meeting with the relevant employee and Simply-docs has created a Probationary Period Review Form to enable the manager to gather objective evidence as to whether or not the employee should be confirmed in post. There are three outcomes from this review, either the employee will be confirmed in post, or the probationary period will be extended for a further period of time or the employment will be terminated. Simply-docs has added template letters covering each of these three scenarios to the site.
The contents of this Newsletter are for reference purposes only and do not constitute legal advice. Independent legal advice should be sought in relation to any specific legal matter.