Understanding Probation Periods in Employment: A Comprehensive Guide
As a new employee, the probation period is a crucial time in your employment journey. It is a period where your suitability for the job is assessed by your employer. In this article, we will take a closer look at probation periods, what they entail, and what you need to know as an employee.
What is a Probation Period?
A probation period is a term at the commencement of your employment where your suitability for the job is assessed. It is a period of time where the employer assesses the new employee's suitability for the job and whether they fit into the general ethos of the organization. The probation period may be three months, six months, or even extendable up to 11 or 12 months.
Assessing Suitability
During the probation period, the employer assesses the employee's suitability for the job. There should be one or two reviews at least, where feedback is given to the employee on how they are getting on. It is important to note that the full panoply of the disciplinary procedure is unlikely to be available or applied during this period. Other policies such as the dignity at work policy and the grievance policy or procedure will not be applied in full.
Limited Options for Employees on Probation
It is important to understand that most companies on probation will not bring employees through the full disciplinary procedure during the probationary period. Therefore, employees on probation may not necessarily get the full benefit of the normal disciplinary procedure, which may apply after they have successfully completed their probation.
Additionally, the clause in the contract may make provision for termination of employment with one week's notice during the probation period. This is in contrast to the ordinary course of events, where the contract of employment may have a month's notice.
Dismissal on Probation
If an employee is dismissed or terminated after three months, six months, nine months, or 11 months, they will not have the necessary 12-month service to obtain the benefit of the Unfair Dismissals Act 1977. This means that there are very limited options open to an employee who has been dismissed while on probation.
However, two such options would be available if the grounds for termination during probation were one of the discriminatory grounds or if the termination was founded on one of those discriminatory grounds. Another avenue may be the Protection of Whistleblowers Act of 2000 or the Protection of Protected Disclosures Act of 2014.
Conclusion
In summary, the probation period is a period of suitability, and the normal full range of procedures and policies will not necessarily apply to employees during probation. Employees on probation are in a weakened position, and the options open to them if they have been dismissed are limited. It is important to understand the terms of your contract and the policies that apply during the probation period.
We hope this guide has been helpful in understanding probation periods in employment. If you have any questions or comments, please feel free to leave them below.
Highlights
- Probation periods are a crucial time in your employment journey.
- The probation period is a period where your suitability for the job is assessed by your employer.
- The full panoply of the disciplinary procedure is unlikely to be available or applied during the probation period.
- Most companies on probation will not bring employees through the full disciplinary procedure during the probationary period.
- The options open to employees who have been dismissed while on probation are limited.
FAQ
Q: What is a probation period?
A: A probation period is a term at the commencement of your employment where your suitability for the job is assessed.
Q: What policies apply during the probation period?
A: Other policies such as the dignity at work policy and the grievance policy or procedure will not be applied in full.
Q: What options are available to employees who have been dismissed while on probation?
A: Two such options would be available if the grounds for termination during probation were one of the discriminatory grounds or if the termination was founded on one of those discriminatory grounds. Another avenue may be the Protection of Whistleblowers Act of 2000 or the Protection of Protected Disclosures Act of 2014.
Resources:
- https://www.voc.ai/product/ai-chatbot
