Procedure for Managing Probation Periods at Work

Description

With the volume of changes to employment law that are pending following the publication of the Employment Rights Bill 2025 it is important that employers prepare for the changes as soon as possible.

When unfair dismissal rights become a ‘day 1’ right and there is no longer any qualifying period for an unfair dismissal claim, probation periods and the effective management of probation periods is going to be critical.

Therefore the easier you can make it for yourself and your managers the better, and those businesses who plan will significantly reduce their legal risks.

This template Procedure for Managing Probation Periods at Work can be introduced into your management processes now so that you can start to get managers and HR ready for the change.

Not only will it safeguard and prevent legal risks, it will also ensure that you are being a great employer and giving your new starters the best possible chance to succeed.

Once downloaded the Template can be saved, amended to fit your organisation or business and used as many times as you wish.

If you would like help with probation periods or any HR procedures we can assist you with this and normally for an agreed fixed fee. Please contact us for a free no obligation chat and quote on 01983 897003. Alternatively, if you prefer to email you can email alison@realemploymentlawadvice.co.uk

This document has been produced for the purpose of information only. It should not be substituted for obtaining legal advice that is specific to the circumstances. The content is also valid as at the 1st May 2025. Employment law changes regularly and therefore you should ensure that you check the up-to-date position on a regular basis.

The information and documents provided on this site are for general use on a ‘do it yourself’ basis and are not intended to be comprehensive or a replacement for obtaining specific legal advice about your situation. Using the information or documents without consulting us or another professional adviser is at your own risk. Real Employment Law Advice accepts no responsibility and gives no representations or warranties, express or implied, that any of the information and materials on this site is complete, accurate or free from errors or omissions.

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