The probationary period may sometimes be extended, though this should be mentioned in the contract of employment. 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. However, there is an expectation that the employer will be reasonable. There is no law determining the length of a probationary period. On the other hand, it gives the new employee the opportunity to see whether they like their new job and surroundings. ![]() ![]() ![]() On the one hand, it gives the employer opportunity to assess objectively whether the new employee is suitable for the job taking into account their capability, skills, performance, attendance and general conduct. The purpose of a probationary period is to allow a specific time period for the employee and employer to assess the suitability of the role after having first-hand experience. There is substantial evidence to suggest that probationary periods increase the probability that new employees will succeed in their new roles. With so many new appointments being subject to the successful completion of a probationary period and so many questions coming into the First Practice Management advice line asking how to safely dismiss someone on a probationary period I felt that some guidance on probationary periods would be helpful. Everything You Need to Know about Probationary Periods
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