Can you extend a probation period?
Discussion
The background is that someone comes out of the army and gets a job which they're not really qualified for for the MD "feels there's something there and we should try and help"
The person struggles to make the transition from army to civvy work but does work well sometimes however has quite a bit of "time off" due to sickness.
In one of the return to work interviews it becomes apparent that he suffers depression and possibly post traumatic stress.
It's approaching the end of his probabtion period and the MD still wants to help and still feels there's something there that could be an asset but reality is he hasn't performed to pass his probation.
Possibky the easiest thing is to let him go as the company isn't big enough to take on the potential liability or to extend his probabtion period to see if he's given a chance whether he comes good.
So the question is are you able to extend a probation period with specific targets one of which being attendance or is it a minefield and one probably not worth the risk?
The person struggles to make the transition from army to civvy work but does work well sometimes however has quite a bit of "time off" due to sickness.
In one of the return to work interviews it becomes apparent that he suffers depression and possibly post traumatic stress.
It's approaching the end of his probabtion period and the MD still wants to help and still feels there's something there that could be an asset but reality is he hasn't performed to pass his probation.
Possibky the easiest thing is to let him go as the company isn't big enough to take on the potential liability or to extend his probabtion period to see if he's given a chance whether he comes good.
So the question is are you able to extend a probation period with specific targets one of which being attendance or is it a minefield and one probably not worth the risk?
Certainly you can and attendance is probably one of the best reasons to do so. It needs to be confirmed in writing before the end of the initial period and should not come as a surprise to the individual and be documented by minutes of review meetings and return to work interviews.
Edited by mad4amanda on Saturday 3rd October 06:26
Further to what M4A said, I'd also consider drawing up a support plan to try and address the issues causing the "problem".
The issues need to be clearly documented. The targets (he needs to achieve) and the timescales for achieving need to be very clearly defined. And the support plan mentioned above also written down.
The issues need to be clearly documented. The targets (he needs to achieve) and the timescales for achieving need to be very clearly defined. And the support plan mentioned above also written down.
A probation period has no legal standing, it's just used as a set framework to ensure an employee is suitable for the role and that all recruits are treated fairly and equal.
Sounds like the MD feels a duty of care towards the individual probably due to his background. Commendable, however potentially not in the next interests of the business.
Sounds like the MD feels a duty of care towards the individual probably due to his background. Commendable, however potentially not in the next interests of the business.
Extend the probationary period and set some clear, achievable targets which need to be hit in the following period (normally 3 months).
This should either give him an opportunity to acknowledge and address his under-performanc. At the end of the extension you sign him off or let him go but be sure to tell him the implications at the start of the extension so that you're managing his expectations.
This should either give him an opportunity to acknowledge and address his under-performanc. At the end of the extension you sign him off or let him go but be sure to tell him the implications at the start of the extension so that you're managing his expectations.
be very careful as depression and PTSD could well be a condition which falls unfder thedisabiloity discrimination provisions of the Wquality Act, something which is protected in employment law from day 1 ...
last manager that got that wrong that i am aware of cost his then employer about 12k in a compromise agreement ...
last manager that got that wrong that i am aware of cost his then employer about 12k in a compromise agreement ...
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