If you feel that someone on probation has not performed well enough, what onus is on the employer to engage in performance improvement before deciding not to keep them on?Posted in : First Tuesday Q&A NI on 5 November 2013
In general terms, there are no statutory provisions which dictate what an employer should and shouldn’t do in terms of performance management during an employee’s probationary period.
Normally, the contract of employment agreed between the parties will dictate the length of the probationary period; the circumstances in which it can be extended; and what notice should be given by either party if one of them wishes to terminate the contract during the probationary period.
With regard to what performance support should be provided by the employer, this is unlikely to be detailed specifically in
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial 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
Back to Q&A's This article is correct at 02/09/2015
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.