Industry News & Insights
Keep upto speed with all the latest news & insights
Receive Business Protection Tips Request a Callback

Latest Industry News & Insights

Back to News & Insights

Why should I carry out probationary reviews?

8 February, 2018

Why should I carry out probationary reviews?

The employee’s probationary period is usually defined within their Contract of Employment, with additional reference within the Company’s Handbook.

The probationary period allows you to review the new employee’s performance within the role to determine progress and achievement of role expectations.

If necessary, you can extend their probationary period providing them with additional time to settle in and perform to the required standard.

Where the individual is not working out, termination is a possibility, although you must be aware of potential discrimination issues in situations where health or caring responsibilities may be an influence on performance.

We recommend an informal review at 4 weeks as a “settling in” discussion.

You should then diarise a meeting with the new starter to take place at 3 months (if on a 6 month probation) to review their performance.

If the probation is for 6 months the final meeting should take place towards the end of the 6 month period.

The purpose of the review is to confirm to the employee that you are either signing them off the probationary period or extending them with further support.

You should seek further guidance if you are considering terminating a new starter’s employment.

Back to News & Insights
Solutions for HR, 10 St Mary's Place, Bury, Lancs BL9 0DZ
0161 694 7050

If you need help and support in managing
absence give us a call for a free consultation;

Contact Us Request a Callback

Contact Us

Solutions for HR, 10 St Mary's Place, Bury, Lancs BL9 0DZ
0161 694 7050

Business Protection Tips

Subscribe to our business protection tips

Sign up today

Connect with Us


© 2018 Solutions for HR. All Rights Reserved.