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A probationary period can help both the new employee and the employer to focus on what needs to be done to ensure that the employee performs well in the role. The employer should review the employee’s performance throughout the probationary period, identify any improvements necessary and take steps to assist the employee as appropriate.
If, at the end of his or her probationary period, an employee’s performance is satisfactory, the employer should confirm the employee’s employment.
If a probationary employee is not performing satisfactorily, the employer should aim to give him or her time to achieve the required improvement, with adequate support and training. This will usually mean waiting until the end of the probationary period before making a decision to dismiss. The probationary period could also be extended to give the employee more time to improve his or her performance.
5 Oct 2016
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2 Aug 2016
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8 Apr 2016
Employers often require new employees to complete a probationary period before they will confirm them in post. However, just because...
1 Mar 2016
Many new recruits leave their job in the first few weeks and months because they have not settled in well...
9 Feb 2016
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18 Jan 2016
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6 Mar 2015
While there is nothing in law that requires employers to use probationary periods, they are commonly used when an employee...
29 Jan 2010
Employers could be tempted to use a worker’s probationary period to remove new starters with health issues from the company...
22 Dec 2009
Croydon Employment Tribunal has rejected a claim that Surrey Police discriminated against an officer who was dismissed during her probationary...