Employees could undergo a probationary or trial phase when pursuing a new position. The worker is given a static trial run at the start of an employment connection to see if they are a good fit for the job. Lastly, the employer can choose to make the employee’s position regular.
A probationary period does not affect if the employment association has begun and the presence of any legal provisions that apply to the individual. Moreover, during this time, workers may not remain eligible for every contractual perk they may otherwise be qualified to.
What to Look For
Train staff upfront about the strategy the company will use during the Probation Period. It contains any objectives or results that should be met by the employee, work criteria, whether official or unofficial evaluations will be conducted, and any advance meetings that should be held so that the employee can receive comments on their development.
The employer can therefore decide whether to retain the employee after the probation time is up, terminate their contract, or increase the probationary period if specified within the contract.
Probationary Period Terms & Conditions
The contract often outlines the probationary period’s T&C rather than being mandated by law. Moreover, there remains anticipation for the business.
A probation period in the UK could be enhanced for particular contexts as specified in the agreement. To provide the employee enough time to demonstrate that they can do the job’s responsibilities or give time for training sessions that would assist the person in advance, an employer can also wish to incorporate measures to increase the time frame. If it is increased, the employer must be explicit about:
What justifies the extension,
- Criteria the employee must meet to complete the enhanced probationary period;
- Any additional assistance that will be given to the individual throughout the more extended probationary period;
- If the criteria are not satisfied, the contract will be terminated
Terms throughout the Probationary Period
Typically, at the time of the probationary period, workers are not eligible for every contractual perk to which they would instead be eligible after the probation is accomplished.
Moreover, as previously indicated, a company cannot dismiss a worker’s existing rights during probation. As a result, a worker has the same legal entitlements as regular employees, including the access to the holiday compensation, minimum salary, and work hours protections.
Although the law doesn’t require them, the consultancy of probationary periods from Pearl Lemon Consultant is typically good for companies to feature in employment contracts. They effectively serve as a support system for employees, allowing them to judge if a candidate is a good fit for a position.
Moreover, other situations, including senior positions or temporary contracts, may not require such durations. The company should structure the probationary period to ensure the staff is informed of the procedure and what is anticipated. Businesses should explicitly specify a probationary period’s terms and conditions in writing; otherwise, they could be illegal.