As a leading HR consultancy in Devon, Bristol, and Swindon, we understand that no matter how well someone comes across in an interview, or how vast their experience is, until they start working for you, you have no idea how it will all work out.
No matter how well someone comes across in an interview, or how vast their experience is, until they start working for you, you have no idea how it will all work out.
That’s why most companies offer a probationary period – It gives you time to make sure they’re right for the job and it gives the employee time to make sure it’s right for them too.
But it’s likely a scary time too? Hiring your first employee is a big responsibility and you might be nervous about getting it wrong.
What exactly is a probationary period?
While there’s nothing within employment law that requires you to use probationary periods, they are commonly used by businesses of all shapes and sizes.
Put simply, it’s a trial period and during this time certain contractual obligations don’t apply. Namely, the notice period is shorter, which allows you to dismiss the employee more quickly, or the employee to quit and leave with minimal notice.
However, after successful completion of the probationary period, employment commences as per your contract.
How long should a probationary period be?
Since there are no laws around probationary periods, there is no defined length of time. However, it is reasonable to make the period no longer than six months. Typically, you’d expect a period of between one and six months.
Of course, the length of the probationary period should depend on the role. The more complex and senior the position, the longer the probationary period. The key factor in deciding on a suitable length of time is how long it may take your new employee to learn the job, take any necessary training, and for you to review this. Usually by three months both you and your employee should have a good idea of how things are working out.
While you can opt for a longer probationary period to protect your business, it’s worthwhile remembering the impact this may have on your employee. It can signal a lack of trust and loyalty towards them and may even be a red flag for your working environment or company culture.
Use a probationary period that is reassuring to both you and your new hire, and no longer.
Want to know more about probationary periods? Download our free guide HERE.
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
