A probationary period is different from a trial period.

A probationary period may be used to trial an employee in a new position within the same company. This gives the employee a chance to prove they have the skills or can learn the skills for the new position. The probation period should be for an agreed length of time.

A probationary employee still has to be paid and receives all the benefits that a permanent employee would get, and the probation period must be set out in the employment agreement if you have an existing employment agreement it should be updated to include the probationary period.

The probation period can sometimes be longer than 90 days, but only if that is reasonable and agreed to. During the probation period, you should be made aware of what is expected to perform the job satisfactorily and you should be monitored and receive feedback.

If there are any problems during the probation period your employer must still follow the correct disciplinary process that is laid out in your employment agreement.

In the case, you have been on a probationary period and have been dismissed at the end of it give us a call so we can check that everything has been done fairly and correctly. If the correct procedure has not been followed we can raise a personal grievance for you.

 

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I had a question re a strange clause in my employment contract, called Employee Helpline and spoke to Cam who was able to quickly advise of my rights which were about to be breached so I am now fully forewarned as to further loopholes in my contract. Thank you.

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Response from No Win No Fee

Thanks Brenda, Kam was happy to assist. Good luck with the new position.

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