Does HR have to be involved in Probation Meetings?
Posted in : First Tuesday Q&A NI on 2 April 2019
Johanna Cunningham
Arthur Cox
The purpose of a probationary period is to provide a suitable amount of time for an employer to assess an employee's suitability for their designated role. The length of a probation period will likely depend on the nature and seniority of the role, but a period of 3 – 6 months is commonplace.
It is important to ensure that regular meetings are arranged with the employee during the probation period. The meetings should be a two-way conversation, providing the employee with an opportunity to express any concerns about their role and also for the line manager to:
- give feedback;
- identify any necessary improvements; and
- take steps to assist the employee in meeting any identified improvements.
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Disclaimer:
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.
Johanna Cunningham
Arthur Cox
The main content of this article was provided by Johanna Cunningham. Contact telephone number is Johanna Cunningham or email belfast@arthurcox.com
View all articles by Johanna Cunningham