Probation Period Misconceptions

Let’s Settle Some Rumours

The probation period of employment is one of the most important phases of recruiting talent and ensuring the right fit for your organisation. It is considered the ‘trial phase’ that employers and employees mutually evaluate the role and the fit.

Unfortunately, there are many misconceptions about what can and cannot occur in the probationary period. In today’s blog we seek to eliminate this confusion and educate pertaining to the appropriate standards.

4 Common Misconceptions

1. Employers Can Dismiss Without Reason During Probation

It is common to hear employers wishing to dismiss an employee for ‘any reason’ during the probation period and that they do not need to provide a reason.

All terminations must have a reasonable and lawful reason and must follow due process – whether the employee is within their probation period or has passed this period, is irrelevant.

A reason may be that they are not the right culture fit, do not possess the right skills or cannot perform to expectations of the role.

2. No Notice Is Required to End Employment During Probation

Some employers may misinterpret the rules surrounding notice periods and believe that termination may be instant without notice.

Whilst you may still be able to terminate an employee within the same day as the decision to terminate, one weeks’ notice payment in lieu of notice is still required.

The notice period should be contained within the employment agreement.

3. Probation Means Guaranteed Permanent Employment After

Some employees believe that once probation is passed this guarantees them permanent employment.

Whilst employment is considered ‘permanent’, an employer may still terminate employment on reasonable grounds. This includes for under performance, capacity to complete the job and their behavioural conduct.

4. Performance Reviews Aren’t Necessary During Probation

Employers often do not complete any form of review during the probation period until the end of the 3 or 6 month period.

Performance reviews are not a mandatory or enforceable requirement; however, they are best practise. Conducting regular check ins and reviews during the probation period allows for open communication and feedback on their progression. This keeps both parties on the same page regarding expectations and performance.

 

Guidance For Employers During The Probation Period

1. Define the probationary period clearly; this includes the period and standards of expectation to meet during probation.
2. Clearly define expectations pertaining to job performance, workplace conduct and behaviour.
3. Provide continuous training and support including mentorship, coaching and providing regular feedback.
4. Monitor and track performance and progress; ensure this is documented.
5. Provide opportunities for development; ensure you are addressing issues and concerns early and providing additional training and support to the employee that is appropriate.
   
   

Seeking Support in Managing Your Employee Onboarding?

At Bramwell Partners our team of HR Consultants have a diverse background in the management of different industries and their workforces. This experience provides them with invaluable insight in creating effective onboarding programs and supporting their clients in managing their new recruits.

If you’re interested in learning more about how we can best support your team, please call us on 07 3630 5695  or email success@bramwellpartners.com.au to organise a free consultation.