Extending probationary period fair work

Dismiss the employee before the probationary period ends: an employer could seek to terminate the employee’s. Allow the employee to pass the probationary period : employers can choose to take a risk by retaining. The FW Act defines the ‘minimum employment period’ as either months for employees of non-small business employers or months for employees of small business employers i. If an employee has not served their minimum employment perio then they will not have access to unfair dismissal.

The minimum employment period will be served regardless of whether the employer and employee are aware of its operation.

See full list on aigroup. This probation period does not impact on whether the employee has served their minimum employment period and therefore whether the employee would have access to unfair dismissal. A probationary period may also be used as a psychological tool to make the employee understand that they are being scrutinised by the employer for the duration of the probation period.

There are no restrictions on how long a probation period can last, although it will not impact on access to unfair dismissal. For example, a probation period can last for. Technically speaking, an employer can only extend a probation period if the contractual arrangements in relation to the probation period would allow the employer to do so. By voluntarily agreeing to an extension of the probationary period , Dequila (employee) in effect waived any benefit attaching to the completion of said period if he still failed to make the grade during the period of extension.

The Court finds nothing in the law which by any fair interpretation prohibits such a waiver.

Can I extend my probationary period? What is probationary period? Can an employer extend a probation? It is possible for your employer to extend your probation period , but only in certain circumstances.

However, you can only extend the probationary period by whatever set amount of time is stated in the contract. It is typical for a probationary period to last no longer than six months, and three months where an employee is moving to a new post internally. However, there is an expectation that the employer will be reasonable. The probationary period may sometimes be extended , though this should be mentioned in the contract of employment. A probationary period is a period of time (i.e months) when an employee is first employe which allows either the employer or the employee to terminate the employment for any reason.

Employers can put their employees on a probation period (also known as a probationary period ) to assess if employees are suitable for the role and business. The employer decides on the length of the probation period. It can range from a few weeks to a few months at the start of employment. To that en the probationary period clause should expressly state that the employer has the right to extend the probationary period by the same period again.

We set out six key action points to help employers comply with the rights of employees who are in their probationary period. So, the extended probation period’s only purpose may be to warn the employee that they’re still under close scrutiny. If you dismiss them after the six-month period you’ll need to provide proper reasons to show that the dismissal wasn’t harsh, unjust or unreasonable.

Ways to Reduce the Risk of an Unfair Dismissal Claim. Match the probationary period with the minimum qualifying period of months (or months for small businesses). This will lessen the legal exposure for your business if you dismiss a probationary. I think that OP needs to take their specific criticisms very seriously.

A probationary period should probably be for months with the employer reserving the right to extend the probationary period if necessary. Of course, there will be some occasions where an employer might need a little more time to assess an employee’s suitability for the role. As the probationary period is usually insufficient to get the protection of the Unfair Dismissals Acts, the main concerns for an employer dismissing during this period is either a claim to the Equality. You are not required by law to provide a letter like this or to have employees on probation. However, you are required to gain approval from an employee before extending their probation period.

Extensions can be the result of a change in responsibilities or supervision, a leave of absence taken during the probationary period , etc. Consult the appropriate contract or policy for information and talk to an Employee Relations Consultant. Probationary review meetings should be held during the probationary period with the employee being given feedback as to how they are performing and any areas requiring improvement.

It must be pointed out that employees on probation are still employees , and thus they will accrue benefits such as annual leave, sick leave etc, from the first day of employment.