Ending Employment

Probationary Periods

Writing an accurate Job Description and conducting thorough and professional Interviews should ensure that you select the right candidate for your role.

But no matter how comprehensive your selection process, someone who seemed ideal at interview may not work-out when it actually comes to doing the job…

That’s why it is not unusual for a probation period to be included within the Employment Contract. Usually ranging between 1 and 6 months, this period allows ample opportunity for the new staff member to decide whether they are happy, and for the employer to appraise performance and suitability for the role. It is therefore essential that key areas of performance are clearly defined so that probationary employees know exactly what is expected of them, and how long they have to demonstrate their capabilities. They also give the employer opportunity to praise achievements whilst addressing areas where improvement may be required.

There are some important things to remember in relation to probation periods. First and foremost, the terms and period of probation must be clearly defined in the Contract of Employment. If it is felt that a new employee is showing potential and making progress towards the required standards, an extension to the probation period can be agreed. If, however, it is apparent that after the probationary period the candidate is clearly unsuitable for the role then dismissal can occur. This dismissal option can only be applied to external recruits though. If you have promoted someone to a new role from within your organisation, dismissal cannot occur if they fail to meet the standards required.

For more information about Employment Contracts, Probationary Periods or recruitment, give us a call. RFHR can start to help you today.