Managing the probationary period of new employees

The probationary period

The probationary period is a crucial time for both employer and employee. It offers a window to assess suitability, performance, and alignment with workplace culture. Typically lasting six months, the probationary period shouldn’t be extended without professional advice, as this involves legal and procedural considerations.

Even during probation, employees are entitled to their full benefits such as accruing and annual leave and using sick leave. If the employment ends during this period, unused leave must be paid out.

Onboarding or induction process

A successful probation starts with a onboarding or induction process. This should take place within the first few days and cover key areas like your organisation’s culture, policies, key contacts, and how to access systems or workspaces. Having a structured induction checklist helps set expectations clearly from day one.

Probationary reviews

Probationary reviews are vital. These scheduled check-ins allow for open, two-way conversations about performance, cultural fit, and goals. Regular meetings help build trust, give feedback, and address issues early.

What if it’s not working out?

Employers do have the option to end the employment during probation. However, this should never come as a surprise. Open communication and fair process are key. Addressing concerns as they arise is not just best practice, it’s respectful and essential to managing your team well. If you need to terminate someone's employment, always seek professional advice.

For more information, please contact us today.