Probation templates toolkit

A probation period, also known as a probationary period, is a specified timeframe at the beginning of employment during which both the employer and the new employee have the opportunity to assess each other and determine if the role is a good fit. It's essentially a trial period designed to evaluate the employee's performance, behaviour, and suitability for the position, as well as to provide the employee with an opportunity to evaluate the company culture and job responsibilities.

Key aspects of a probation period typically include:

1. Duration: Probation periods can vary in length but commonly last anywhere from 30 to 90 days, although they can be longer in some cases.

2. Performance Evaluation: During the probation period, the employee's performance is closely monitored and evaluated by their supervisor or manager. This evaluation may include feedback on job performance, adherence to company policies, and interactions with coworkers and clients.

3. Training and Support: Employers may provide additional training or support to help the new employee succeed during the probationary period. This could include additional coaching, mentoring, or access to resources to enhance their skills and knowledge.

4. Termination: If the employee's performance or conduct during the probation period is unsatisfactory, the employer reserves the right to terminate the employment without notice or severance pay. Similarly, the employee may choose to resign if they feel the position is not a good fit for them.

5. Confirmation or Extension: At the end of the probation period, the employer will typically decide whether to confirm the employee's permanent status with the company, extend the probation period, or terminate the employment. If the employee's performance meets expectations, they may be confirmed as a permanent employee and become eligible for benefits and other perks offered by the company.

Probation periods provide both parties with a degree of flexibility and protection during the early stages of employment, allowing them to make informed decisions about the future of the working relationship.

• Probation periods are typically used by employers to assess the suitability of a new employee during the initial stages of their employment.

• Employers are not legally required to have a probationary period, but if they do, it should be clearly stated in the employee's contract of employment.

• Probation periods should be reasonable and appropriate for the role and should be designed to enable the employer to assess the employee's performance and suitability for the role.

• Employers should provide clear guidance to the employee on the objectives and expectations of the probationary period, including any specific targets or goals that they must meet.

• Employers should conduct regular performance reviews during the probationary period and provide the employee with feedback on their progress.

• Employers should ensure that any decision to extend or terminate a probationary period is based on objective performance criteria, and not on discriminatory grounds such as age, gender, or disability.

• Employers should ensure that employees on probation receive the same employment rights and benefits as other employees, such as sick pay and annual leave.

It is important for employers to have clear and fair probationary periods in place to assess the suitability of new employees and to protect both themselves and their employees.