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It might be that they’re turning out not to be very capable in the role, or that they’re not quite right for your organisation – especially crucial if you’re a small business and everyone needs to be able to work well together.This is where probation periods (or probationary periods) can help.But what are they? Enquire Now about iHR Australia's Training Programs A probation is a trial period for a new employee.

The minimum employment period for a small business (less than 15 full time equivalent employees) is 12 months.The probationary period is an important part of the recruitment and selection process of new team members. Most probations last between one and six months—you should make the length clear in the employee’s contract. This means that you should assess the suitability of a casual team member for continued employment and make a decision about their continued engagement in the first six months of their employment.From time to time it becomes clear very early that the new team member does not meet the requirements of the position and is unlikely to meet the requirement of the position within the probationary period.You do not have to wait until the end of the probationary period before taking action. In a workplace setting, probation (or probationary period) is a status given to new employees of a company or business or new members of organizations, such as churches, associations, clubs or orders. Enquire Now about iHR Australia's HR Consulting services It is widely termed as the Probation Period of an employee. All rights reserved. You may wish to terminate their employment on the same day as the meeting, in which case you would This should be in line with the contractual notice period for the probationary period as specified in their employment contract.As mentioned previously, this contractual notice, even during the probationary period, cannot be below the statutory notice period, which is to provide a minimum of a week’s notice if the employee has worked for more than a month.It’s not a legal requirement to provide an opportunity to appeal during the probationary period, although it is recommended as it will highlight any potential claim of discrimination that the employee might be intending to make.This will hopefully give you the chance to settle any disputes internally and avoid an Employment Tribunal claim.Our HR consultants can help guide you through your employee issues.Although not required legally, it’s a good idea to confirm in writing whether an employee has successfully passed their probation period. Again, include this in their contract. Registered in England. When providing feedback whether formally or informally, it is important to address any concerns in a timely manner. This notice is required to be in writing.Organisations or employers* seeking support and information call 1300 884 687 or make an  This is because, by nature of the type of employment, casual and temporary team members are deemed terminated at the end of their last shift and cannot reasonably foresee an ongoing employment relationship.However, a casual team member who has been employed for more than 6 months, and whose engagement has been regular and systematic, is eligible to lodge a claim for unfair dismissal. You should also make sure your employee knows their probation period notice. If a team member continues to be engaged after the 6 month probationary period, they are considered to have completed their minimum employment period and enjoy full rights to take unfair dismissal action.When reviewing the performance of an employee, you should consider that the behavioural characteristics being displayed are unlikely to improve once the employee completes probation. Depending on the type of business, a probation period may last from any length of time between one month to several years. Employees on probation usually have different contractual terms from those in permanent employment. An employee “on trial” during probation is likely to be motivated to display their best available behaviours. Probation provides an opportunity for the close supervision, monitoring and assessment of a team member’s work performance during the initial period of employment.