In order to give a worker the full opportunity to comply with the required standards, the entrepreneur will generally wait until the end of the trial period before making a decision on the termination of the employment relationship, although, if the employer is certain that the worker will not meet the required standard, a decision may be made to terminate the contract before the end of the full trial period. When a decision has been made regarding the dismissal of the probation officer, the supervisor meets with the employee after resigning in writing for at least five days. The worker may be represented by a union delegate or a co-worker. The supervisor will clearly explain the reasons why the worker was unable to complete the trial period and will give the employee the opportunity to present his or her case, including potential mitigating circumstances. Most employment policies or contracts indicate that the full disciplinary procedure is generally not considered appropriate for workers working during the probation period. While a worker cannot apply for wrongful dismissal in the first two years of service, if you dismiss someone without a fair dismissal procedure, a worker may apply for an illegal dismissal for which there is no leave. Irregular dismissal occurs when an employer dismisses a worker in violation of the employer`s contractual or legal obligations, for example. B by non-compliance with disciplinary procedures/dismissal or non-reporting of the contract. Employers may be required to pay damages in the event of improper dismissal if they are brought before an employment tribunal.
It should also be noted that if the person has a protected characteristic under the Gender Equality Act (for example. B obstruction), there is a potential risk that it could raise in the area of discrimination, and you should take that into account when making decisions. Please note that the above instructions are general. It is important that practices ensure that policy guidelines and contractual commitments are respected. In addition to the FPM members mentioned above, you can get more information on the FPM website. Alternatively, members can also answer specific questions about employment by email to firstname.lastname@example.org, where your question is treated confidentially and is usually answered (by email) within 2 business days of your filing. The latest information provided by ACAS, Personnel Today and the CIPD website was used in this article. Once the performance evaluation has taken place and a decision has been made to retain the employee, the employee must be confirmed in writing that he or she has exceeded its deadline. The probationary period clause in an employment contract should explicitly state that a new worker is not considered to be a time generator until after receiving this written confirmation. While it is not legally necessary, it is a good idea to confirm in writing whether an employee has passed his or her trial period.
This will help them ensure that they are on the right track, so that they feel more reassured and satisfied in their new role. The amount of termination you must grant prior to the termination of a trial employee depends on the terms of the employment contract. What does it mean to release employees on parole? What is a trial period and how long does it usually last? Are there any legal requirements in the UK and should companies include them in a contract? This blog post addresses key parole issues and answers other common questions and misunderstandings about employee probation. If the employment contract allows, trial periods may be extended at the time of the worker`s performance and fitness check. It may sometimes be necessary to extend the trial period to allow managers to fully assess the performance of new hires, for example if they were absent during the initial phase due to illness or maternity leave.