Probation
One of my employees is approaching the end of her six month probation period. I don’t want to terminate her contract but I’m not completely happy with her performance. Can I extend her probation period for a further six months?
An initial probationary period is recommended for any new employee. Most employers allow for a three month probationary period but this can be longer depending on the training and skill sets required to undertake the role. Throughout the probationary period the employee should be made aware of the performance and behavioural standards expected.
If after six months, the employer still has some concerns in relation to the employee’s performance, probationary periods can be extended but it is recommended that this must be done on a month by month basis. The employer should have an accurate assessment of the employee’s performance after six months and unless there has been a requirement for large amounts of training, it is recommended the employer makes a decision in relation to the employee’s future employment as soon as possible thereafter.
Prior to the end of the probationary period, the employer should meet with the employee and consider whether they have attained the necessary standards and therefore successfully completed the probationary period or whether the employee still requires further coaching or training to achieve the necessary standards. If the employer believes the employee is unlikely to attain the necessary standards and that they have been provided with all the necessary support and training, consideration may be given to terminating the contract at this time. It is recommended that a probationary period should not be a year or more in length.
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