Can you terminate employment in probationary period?

You can dismiss an employee during their probation for reasons such as poor performance, bad behaviour, or persistent lateness or absence from work, but bear in mind that there may be an underlying problem such as a disability.

Can I quit without notice during probation period?

Could you face a resignation without a notice period during probation? No. The employee has to work the statutory notice period if you don’t specify one in their employment contract.

What does the Labour law say about probation period?

The Labour Relations Act (LRA) and probation

During the probation period the employee is still entitled to the full protection of labour laws. With probation, the intention is not for the employer to dismiss the probationer “at will” if not entirely satisfied with his/her performance.

What happens if you don’t pass probation?

If an employee fails to pass their probationary period, the employer should be well placed to demonstrate that the employee’s employment was terminated for a fair reason.

Do you have to give a reason for termination during probation?

An employer can terminate your employment without a reason during a probation period if this period is shorter than the minimum employment period. While it’s usually optional, most employers provide a reason for the termination.

What happens at the end of a probation period?

At the end of the probation period, you should either; confirm the employee’s employment, extend the probationary period or terminate their employment. An organisation can only extend a probationary period, to allow more time to assess the new employee’s suitability, if it forms part of the employment contract.

Can I abscond during probation period?

Nothing will happen. No employee rush to the Court to take legal action against his employee. At the most he may issue a notice or legal notice. Even if he go to court for breach of contract no relief will be given to employer since you are a probationer.

Can you resign with immediate effect due to stress?

In any event, a resignation with immediate effect could put you in breach of your contract. Your employer may then decide to make a claim against you for losses suffered as a result of your breach. This is a worse case scenario, and you would expect a sensible dialogue to take place during any resignation process.

How much notice do you need to give on probation?

The bottom line is that you must give an employer at least the notice in their contract or the statutory minimum—whichever is longer. Typical contractual notice periods are: Less than one week: staff who have been working for you for less than one month.

Can I claim unfair dismissal during probation?

If you’re on probation

Being on probation doesn’t give you any specific legal rights. You can be dismissed with 1 week’s notice while you’re on probation – or longer if your contract says you’re entitled to more notice.

Can you extend probation past 6 months?

However, you can only extend the probationary period by whatever set amount of time is stated in the contract. For example, if you put an employee on probation for six months and the agreement let you extend the period by an extra three months, then you would be allowed to do so under those conditions.

How many times can probation be extended?

An extension should normally be granted only where there are special circumstances justifying such a course and can only be made before the end of the original probationary period. Extensions can be granted for a maximum of two further months, to cumulate in a maximum of eight months’ probation.

What is the maximum probation period?

There is no law determining the length of a probationary period. However, there is an expectation that the employer will be reasonable. It is typical for a probationary period to last no longer than six months, and three months where an employee is moving to a new post internally.

How do you fire someone on probation period?

Probationary period dismissal procedure:

  1. Write to the employee to invite them to a probationary review meeting and tell them that you are considering terminating their contract due to issues with their performance.
  2. Mention the employee’s right to bring a colleague or trade union representative to the meeting.

What are the 5 fair reasons for dismissal?

A run-down of the most common reasons to dismiss an employee.

  1. Failure to do the job. Perhaps the most obvious (and arguably fairest) reason would be an employee’s failure to do their job properly. …
  2. Misconduct. Another common reason for dismissal is misconduct. …
  3. Long term sick. …
  4. Redundancy.