Does probationary period law and practice apply to staff redeployed for ill-health or organisational change?

Posted in : Seamus Says - Employment Law Discussion on 7 December 2018
Seamus McGranaghan
O'Reilly Stewart Solicitors
Issues covered:

Q: Does probationary period law and practice apply to staff redeployed within the organisation for ill health or an organisational change?

Scott: We have an employee originally on a 12-month fixed-term contract. Initial probationary period was not confirmed and probation was extended by three months due to various behaviours.

Within the three-month extension, the individual went off on work-related stress. The extended probationary period wasn't confirmed nor was it terminated due to the absence. On return, we offered a further three-month fixed term contract for further review and opportunity. The manager had also changed at this stage. This is going well so far.

There are still

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register today!

Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.

Help understand the ramifications of each important case from NI, GB and Europe

24/7 access to all the content in the Legal Island Vault for research case law and HR issues

Ensure your organisation’s policies and procedures are fully compliant with NI law

Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors

Already a subscriber, now or Register

This article is correct at 07/12/2018

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Seamus McGranaghan
O'Reilly Stewart Solicitors

The main content of this article was provided by Seamus McGranaghan. Contact telephone number is 028 9032 1000 or email

View all articles by Seamus McGranaghan