We also briefly look at how any probation extension, including any subsequent decision to dismiss, should be dealt with.Ī probation period is a trial period designed to provide the employer with better insight into whether or not a successful applicant is suitable, both for the job role and the business.Įven though an employer may have already invested a great deal of time and money in assessing the suitability of a candidate - based on their application, interview(s), and even written or practical assessments - this doesn’t necessarily mean that the individual in question will perform to the required standards, or conform to the standards of conduct, expected of them. The following guide for employers examines the purpose behind these trial periods and the process involved, with a particular focus on how line managers can lawfully extend probation periods and the reasons they might have for doing this. Extending the probation period allows more time for the employee to meet their targets and performance standards. In practice, however, the initial probation period may not prove to be long enough for the manager to formally sign off the new employee as passing their probation, perhaps due to performance issues. ![]() ![]() ![]() Probation periods allow employers the opportunity to gauge whether or not they have the right person for a role.
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