Probationary periods are frequently used by employers, and can be invaluable, helping to set clear standards of behaviour and performance. They can also act as a prompt for employers to give employees feedback and support.
A probationary period that is properly managed will not only ensure that you regularly review performance and take the appropriate action if it is not satisfactory, but it will also help you identify and tackle any problems which arise. The resulting benefits are clear; poorly performing employees can be fairly easily managed (out of the business if necessary) and the retention of new starters is improved.
Conversely, a probationary period that is badly managed will not offer the same benefits to the business, and if a probationary period is left to drift you may lose the opportunity to manage out any failing employees quite as quickly!
Do all employees have to have the same probationary period?
No. The length of the probation may depend on the type of job. If the necessary job skills can be acquired or demonstrated in a month, then that might be the appropriate probationary period. If 3 months are needed then this might be the right length for probation. It is unusual for a probationary period to exceed six months although senior positions may often have a twelve-month probationary period.
I have forgotten to hold a meeting with a member of staff whose probationary period has come to an end. I am not happy with their timekeeping and wanted to extend their probation for another month. Can I still do this?
No, in the absence of any meeting the employee could reasonably assume that they were successful in completing their probation period. However, if you have an issue with timekeeping you should still address it with the employee. Make them aware of where their timekeeping is a problem and agree a timeframe for improvement. After this it may be appropriate to take disciplinary action.
We would like to offer a member of staff an internal promotion to a different area of the business. Would we be able to apply a probationary period to the new role?
Placing a probationary period on an internal promotion would be of little benefit to the Company and could serve to de-motivate an employee. We would advise managing the employee's expectations in the new role by explaining that you will have regular reviews to monitor how they are performing in their new role. If problems or areas of poor performance are highlighted, then you would be best to performance manage the employee through the Company's formal performance management procedure.
Do we have to pay employees on probationary periods holiday pay?
Although all employees accrue holiday entitlement from the start of their employment, the employer can still restrict the times at which that holiday can be taken. However, if the holiday is restricted over the probationary period and the employee leaves they will still be entitled to pay in lieu of any holiday entitlement accrued but not taken in the period of employment.
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