Probation Most employers now have probation periods, but they are often not properly managed and many employees slip into continued employment without proper assessment. Probationary periods regularly last for at least six months (and sometimes longer), so employers are encouraged to consider a thorough assessment of an individual’s suitability for their role sooner, rather than later, in the early stages of employment and certainly before the expiry of six months. Indeed, if the new legislation follows the course of the current
law, employers will need to be thinking about any dismissal by month fi ve, due to the fact that employees are entitled to one week (seven days) minimum notice – so the entitlement to unfair dismissal may actually arise at ‘six months less one calendar week’ and not six months. T is means that employers should have a structured approach to probation periods and ensure that key dates are in the diary.
For more information about the upcoming changes to employment law and how they may affect your business, contact Howes Percival’s Employment Team. T e Howes Percival Employment Team will be delivering a
training session for HR professionals and businesses, in partner- ship with the One Group, at Howes Percival’s offi ces in Rushmills, Northampton, on February 24 from 9am to 11.30am.
Scan the QR code to fi nd out more about the event and to book. For further details contact Graham Irons on 01604 258558 or email
graham.irons@
howespercival.com
Recruitment Getting the right people is a constant challenge for employers. It’s therefore always helpful to ensure that any new role comes with a detailed job description so that both employer and employee are clear on what’s expected. Recruitment is time consuming but doing it properly is critical to attracting good candidates and then properly assessing them at interview. Robust interviewing and selection processes also minimise the risk of any discrimination claims.
Job off er Once you have selected your chosen candidate, it’s time to put the off er in writing. For most roles, we would recommend always sending the contract of employment with the off er letter. T is ensures that all terms and conditions are known and accepted before the employee commences employment. Remember to make sure that you tailor the contract to the individual wherever necessary as this is your ‘golden opportunity’ to do so. T is is particularly important in relation to notice periods and restrictive covenants.
Induction/training Once your chosen candidate starts you will want them to hit the ground running. T is should never be at the expense of a proper induction, ensuring they are aware of your policies and procedures and have all relevant training to perform their role. Claimants in employment tribunals often seek to rely on poor onboarding to justify their actions later.
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RECRUITMENT & TRAINING
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