Probation
The Benefits of Probation for Employees
When you invest a lot of time in recruitment, then it’s important to follow up your efforts by providing a good induction. However, one of the most useful ways to onboard and support an individual is to provide a probationary period. There are various benefits of probation for employees. As well as giving you the opportunity to assess their skills, this also enables you to learn how to support your new starter. Let’s look at all of the advantages of probation.
Onboarding your new starter
Many companies forget the importance of a good onboarding process. A well-structured onboarding process is beneficial to both the employer and the new starter (or a returning employee). Not only does this give the employee a good impression of your organisation, but it can help them to become effective more quickly. It will shape the employee’s attitude towards your company, and it can determine how long they stay working with you.
There’s no hard fast rule on how long a new employee will typically settle into their new role. This will depend on the person and the job and can span anywhere between three months to a year. Therefore, an induction process does not necessarily need to be restricted to their first day of employment.
If there’s a lot to learn about the role and the organisation, then the employee induction could be delivered over a few months. It could include a programme of useful sessions, reviews and training, and it might even take the form of a probationary period.
Offering probationary periods for new employees
A probationary period acts as a trial period for both you as the employer and the employee. It allows you to determine the employee’s suitability for the job. Probation also gives the employee a period of time where they can decide whether their new role is right for them too.
When it comes to offering a probationary period for a new employee, you could choose one, three or six months. You could follow this up after 12 months with an annual performance review, including specific goals. It’s important that you explain to the employee how their performance will be assessed during a probationary period and on an ongoing basis.
When supported in the right way, your employees will have a greater opportunity to flourish and to fulfil the full remit of their role. Your new employee will also feel more valued, and happy employees lead to a much more incentivised and productive workforce!
What’s best practice for a probationary period?
Below are some useful tips to help you deliver a successful probationary period for your new starters:
· Regular reviews
Throughout the first few weeks and months, employers should offer regular reviews with new starters. This will enable you to determine their suitability and whether they are meeting the requirements of the job. It also gives you the chance to spot any issues or weak areas, where the employee might need some extra support.
· Positive feedback
It’s important to balance any negative comments with more positive, constructive feedback. Identify where the employee is excelling and share this with them at reviews. If they are struggling in certain areas, then discuss the reasons and how they can be supported. Be realistic; it may take a little while to develop in a new role.
· Proactive support
If you do spot any areas that might need improving, create a practical action plan to help the employee progress. They might excel at certain tasks but need training in other areas. Assess whether they have the right aptitude and attitude for self-development, so they can upskill with the right level of support.
· Probation review
You will need to decide whether to end or extend the employee’s probationary period. Usually, this is in the form of a formal probationary review meeting where you and the employee can discuss progress. This can happen towards the end of the probationary period or earlier if there are significant concerns about their suitability for the role. If there are concerns, you will need to check if the contract of employment allows for early termination during probation.
In some cases, you might decide to extend the period, for example, if you feel an extension would enable them to meet the required standards for the role. If you decide to end their employment, ensure it’s a fair dismissal. We would always recommend that you take advice before ending employment under any circumstances.
Probation: What are employee rights?
In 2026, the Employment Rights Bill will introduce ‘day one’ rights, enabling new employees to have the right to challenge unfair dismissal. There are also some planned changes to probation, which we will share once there is more clarity on what will be introduced. In the meantime, we are advising our clients to prepare for these changes by reviewing practices around recruitment, employment and performance management.
If you are offering probationary periods to new employees, it’s important to carry out a thorough and well-documented onboarding process. This will help to ensure that your employee is clear on what’s expected of them. It will also enable employers to monitor employee progress more effectively, ensuring any dismissals during or at the end of probation are fair.
In the first few months of employment, a new starter needs time to settle in. They also need time to get to grips with their role and the dynamics of their new working environment. A well-structured probationary period will help to ensure better integration into your organisation.
At Invictus HR, we can help you to prepare for any changes to employee rights and we can explain the impact of theEmployment Rights Bill. Our team can also advise you on best practice for employee onboarding and suitable probationary periods for new starters.
If you need HR advice on probation for employees or on another matter, please get in touch.
Sources:
https://www.acas.org.uk/sites/default/files/2022-06/Starting-staff-induction_0.docx