Managing Probation Periods
When employing people, you should ensure you add a probation clause into their contract of employment, today we take a look at what 3 things you can do with probationary periods.
What do you look for?
You need to ensure any new Employee has the relevant skill, experience, aptitude; that they are performing in the role and that they are a good fit for the culture in your Business.
What can you do?
- If you are happy with your new Employee, you can sign them off and in effect they then become a permanent Employee
- You can extend the probationary period; we would normally suggest you only extend by up to 3 months – setting clear objectives and set review periods.
- And finally terminate their employment, you can do this at any stage and do not need to wait until the end of the probationary period or the extension.
How long should a probation period be for?
We always suggest a 6-month probation period as this allows you more time to assess your new Employee.
If you need any help then get in touch today.