We aim to give our readers and followers the best advice when it comes to managing people effectively. Every month you can read a digest of some HR questions that might be relevant for you.
Q: Can I let my new hire go during their probation period if they aren’t working out?
A: It is a common misconception that employees can be terminated at will during the probation period. Employers need to carefully follow natural justice and fair procedures throughout the probationary period.
Employee with less than one years’ service are not covered by the Unfair Dismissals Acts, however, they are covered by the Industrial Relations Act, and The Employment Equality Acts and may pursue a claim through these avenues if they feel a dismissal was wrongful or in breach of their equality rights.
Q: How long should a probation period be?
A: Most commonly a probation period will last six months with an option to extend up to or by a further 5 months.
It is crucial that you have the correct procedures in place for managing the probation period and that probation is clearly outlined in the contract of employment.
Q: What can I do to make sure I successfully manage the probation period?
A: Make sure you have regular review points with the new employee during the probation period to give feedback and guidance on performance or company standards. Document each stage of the process, where applicable; meetings, warnings, extensions, confirmations, terminations. Plan your probation period as part of the On-boarding process for all your new hires so that they fully understand it from the outset.
For further advice or information on company policies, please contact our Operations Manager Ingrid on 01 5252914 or email firstname.lastname@example.org.