Probation Periods

We suggest that all Employers allow for a probationary period and add this to the Employees Contract of Employment.

This allows time for both the Employee and the Employer to access the suitability of the position during a certain amount of time.

We advise you to have a meeting with your new Employee 3 months into their employment journey to identify their strengths and weaknesses so far, so both parties know what is expected in the next 3 months.

In this section of the toolkit you are provided with all the information and documentation that you may need when dealing with probation for your Employees.

Should you not be able to find what you are looking for please do contact a member of the HR and You Ltd team, we as always more than happy to assist.

Probation Periods Tool Kits

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ACAS Code of Practice - Disciplinary and Grievance FREE Guide

ACAS Code of Practice – Disciplinary and Grievance FREE Guide

To assist you when managing performance in the workplace we have added the ACAS Code of Practice to Disciplinary and Grievance as FREE Guide, we have not amended this in any way as we find this the most useful document to use, it is imperative as an Employer that you do follow the ACAS Code of Practice in all Employment matters.

As a firm we only ever follow their guides and processes as these are what are followed in any tribunal cases.

Should you need any assistance please do not hesitate to contact a member of the HR and You team.

£0.00
grievance-and-appeals grievance-and-appeals-fact-sheets performance-management performance-management-checklists probation-periods probation-periods-fact-sheets welfare-and-medical welfare-and-medical-fact-sheets
Conditional Formal Offer of Employment Letter

Conditional Formal Offer of Employment Letter

All offers of employment should be Conditional as this allows the Employer the time to obtain Right to Work checks, references and where relevant DBS and qualifications/certificates for the role.

£65.00
probation-periods probation-periods-letters-and-forms recruitment recruitment-letters-and-forms terms-and-conditions
Confirmation Letter of End of Probationary Period - Successful

Confirmation Letter of End of Probationary Period – Successful

This letter can be used by you the Employer where the Employee has successfully passed their probation period and you are providing them with confirmation of this in writing to them. Probation periods should be added to all employment contracts.

£45.00
development-and-training development-and-training-letter-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Dismissal and Re-Engagement Letter

Dismissal and Re-Engagement Letter

This letter can be used where an Employer has consulted with an Employee to vary terms without an agreement, this affords the Employer the right to Dismiss and Re-Engage so long as the Employer has followed the ACAS code of practice.

You can find relevant consultation documentation in our toolkit, should you require assistance please contact a member of the HR and You team.

£55.00
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Dismissal Due to Statutory Bar Letter

Confirmation of Dismissal Due to Statutory Bar Letter

Note – Statutory restriction or illegality is one of the potentially fair reasons for dismissal. However, in order to fairly dismiss for this reason, the employer must show that continued employment would in actual fact contravene statute.  Where this cannot be proven, but the employer has a reasonable belief that continued employment may be unlawful, the employer is advised to dismiss for “Some Other Substantial Reason” instead.  Legal advice should be sought.

£65.00
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Dismissal for Some Other Substantial Reason Letter

Confirmation of Dismissal for Some Other Substantial Reason Letter

This dismissal letter can be used in the instances of SOSR or to dismiss due to a fixed term contract ending, training ending and reasons for non-renewal.

Note for Employers:

The Employer should be aware that, where it makes a payment in lieu of notice and there is no contractual right to do so, there is a risk that it may not be entitled to enforce any restrictive covenants that are contained in the Employee’s contract of employment.

£65.00
grievance-and-appeals grievance-and-appeals-letters-and-forms leavers leavers-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Dismissal on Notice Conduct of Performance (Short Serving Employees)

Confirmation of Dismissal on Notice – Unsatisfactory Conduct of Performance (Short Serving Employees)

Important notes for Employers:

The Employer should be aware that, where it makes a payment in lieu of notice and there is no contractual right to do so, there is a risk that it may not be entitled to enforce any restrictive covenants that are contained in the Employee’s contract of employment.

Please also note that in most circumstances it is unlawful for an Employer to deduct wages from an Employee unless the Employee has given their written consent to this in advance, or there is a relevant provision in their written contract of employment permitting this. The Employer can only deduct overpaid holiday pay on termination of employment if there is express provision for this in the written contract of employment or a provision which is contained in a “relevant agreement”.

 

£65.00
grievance-and-appeals grievance-and-appeals-letters-and-forms leavers leavers-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Dismissal Without Notice - Gross Misconduct

Confirmation of Dismissal Without Notice – Gross Misconduct

Note for Employers:

Please also note that in most circumstances it is unlawful for an Employer to deduct wages from an employee unless the Employee has given their written consent to this in advance, or there is a relevant provision in their written contract of employment permitting this.

The Employer can only deduct overpaid holiday pay on termination of employment if there is express provision for this in the written contract of employment or a provision which is contained in a “relevant agreement”.

 

£65.00
grievance-and-appeals grievance-and-appeals-letters-and-forms leavers leavers-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Extension of Fixed-Term Contract Letter

Extension of a Fixed term Contract

You can issue this letter when you are extending a fixed term contract for a period of time, this may run concurrently with the existing contract

£65.00
probation-periods probation-periods-letters-and-forms terms-and-conditions
Extension of Probationary Period Review Letter

Extension of Probationary Period Review Letter

This letter can be used by you the Employer where you are extending the probationary period for an Employee, to do this you should invite them to a meeting to discuss their probation and following this meeting issue the extension terms, this letter is the confirmation of this in writing to them.

Probation periods should be added to all employment contracts.

PLEASE VIEW OUR TOOLKIT FOR FURTHER CORRESPONDENCE TO ISSUE TO YOUR EMPLOYEE, YOU CAN DOWNLOAD FURTHER DOCUMENTS FOR YOUR USE.

£45.00
development-and-training development-and-training-letter-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Invitation to Disciplinary Hearing Letter

Notification of Disciplinary Hearing Letter

This letter must be used where an investigation has taken place, the Employee should be afforded 48 advanced notice of the hearing and also the right to be accompanied to the hearing.

Note: Where discipline is for potential gross misconduct the letter has a paragraph that can be added/removed where the allegations are considered as gross misconduct offence, in that instance the Employee must be advised at this stage that the outcome of the disciplinary hearing could result in summary dismissal from employment.

£65.00
grievance-and-appeals grievance-and-appeals-letters-and-forms leavers leavers-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Invitation to Grievance Appeal Hearing

Invitation to Grievance Appeal Hearing

This letter can be issued to an Employee in response to their appeal against a grievance outcome, the letter should inform them of the next steps, the date of the hearing, the hearing manager, and their right to representation.

£65.00
grievance-and-appeals grievance-and-appeals-letters-and-forms leavers leavers-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms redundancy redundancy-letters-and-forms welfare-and-medical welfare-and-medical-letters-and-forms
Invitation to Performance Review Meeting

Invitation to Performance Review Meeting

This letter should be issued to invite an Employee to a performance review meeting, this would be to discuss your concerns and plan support and actions to be taken for improvement.

An Employee has the statutory right to be accompanied at the meeting, this  companion may be either a work colleague or a trade union official of their  choice.

£30.00
development-and-training development-and-training-letter-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Invitation to Probationary Review Meeting Letter

Invitation to Probationary Review Meeting Letter

This is an invitation to a probationary review meeting letter.

This letter can be used by you the Employer where you are extending the probationary period for an Employee, to do this you should invite them to a meeting to discuss their probation and following this meeting issue the extension terms.

Probation periods should be added to all employment contracts.

PLEASE VIEW OUR TOOLKIT FOR FURTHER CORRESPONDENCE TO ISSUE TO YOUR EMPLOYEE, YOU CAN DOWNLOAD FURTHER DOCUMENTS FOR YOUR USE.

£45.00
development-and-training development-and-training-letter-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Invite to informal Meeting to Discuss Conduct or Performance Concerns

Invite to informal Meeting to Discuss Conduct or Performance Concerns

This letter can be used by the Employer to discuss concerns about performance or conduct, it can alleviate issues in the future which can lead to disciplinary.

This is an invitation to the meeting letter and advises the Employee of the purpose and overview.

£35.00
performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Outcome of Disciplinary Appeal Hearing Letter

Confirmation of Outcome of Disciplinary Appeal Hearing Letter

This letter is to be used following an Employee appealing against a disciplinary sanction.

£65.00
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Probation Evaluation Document

Probation Evaluation Document

This document should be used in conjunction with the end of a probation period, the extension or where an Employers plans to terminate an Employee’s Employment.

£55.00
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Redundancy Invitation to Review Meeting Following a Trial Period in Alternative Employment

This template letter can be used to invite an employee to a meeting to review whether a redundant employee’s trial period in a new job has been successful.

Employees have the right to a four week trial period.

In relation to any cashflow difficulties you may experience making redundancy payments now, there is an existing scheme providing for advance funding in some cases.  Further details may be found here: https://www.gov.uk/staff-redundant/redundancy-pay.

£50.00
probation-periods probation-periods-letters-and-forms redundancy redundancy-letters-and-forms
Request to attend Investigatory Hearing

Request to attend Investigatory Hearing

It is not a statutory requirement to invite an Employee to an Investigatory Hearing, in certain situations it can be harmful to the investigation to do so; providing notice can afford the Employee forewarning and an opportunity to destroy evidence.

£55.00
grievance-and-appeals grievance-and-appeals-letters-and-forms performance-management performance-management-letter-and-forms probation-periods probation-periods-letters-and-forms
Response to Heat of The Moment Resignation Letter

Response to Heat of The Moment Resignation Letter

Where an Employee unexpectedly resigns in writing or verbally, we would recommend that you seek advice before accepting that resignation.

Dependent on the circumstances in each particular case it might be unsafe to simply accept an unexpected resignation.

For example, the Employee may later allege that they were pressured into resigning or that they resigned because of a breach of their employment rights, (such as discrimination based on a protected characteristic, a health and safety complaint etc.)

Consequently, it is best practice for an Employer to establish the reason for the Employee’s decision to resign, so that an assessment can be made of whether any risks arising from that decision.

In these circumstances we would advise that you discuss matters with the Employee, to allow them to raise any concerns, this may lead to a grievance being raised.

Where an Employee has resigned in the heat of the moment and walked out of work or submitted a resignation letter after a disagreement or employment dispute or which contains a complaint regarding their employment, we recommend the following letter be issued the same day.

 

£50.00
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Retraction of Heat of the Moment Dismissal Letter

Retraction of Heat of the Moment Dismissal Letter

This letter can be used where either the Employer or the Employee has resigned “in the heat of the moment”, this can during a heated moment, a misunderstanding or a disagreement.

Note: In employment law terms, a dismissal is a unilateral act on behalf of the Employer and the general rule is that, once communicated to the Employee, it cannot unilaterally be withdrawn. The purpose of this letter is therefore to try and avoid a potential claim of unfair dismissal made by the Employee by requesting them to agree to return to work.

 

£45.00
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Termination of Employment after Probationary Period

This letter can be used to terminate due to probation during, at the end or in the extension period of probationary periods.

Employers are reminded that probation terms must be added to employment contracts.

£55.00
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