With the new year underway, many organisations are reviewing their priorities and setting objectives for the months ahead. This is also an ideal time to take stock of your existing people processes and consider where improvements or updates may be needed.
With the Employment Rights Act 2025 now enacted, a number of changes will be required to remain compliant. Taking early action will help ensure that any new or updated processes are embedded effectively into day-to-day management before further changes come into effect.
Looking ahead, the reduction in qualifying periods and the removal of the cap on compensatory awards for Unfair Dismissal, due to take effect from June 2026, will place greater emphasis on how organisations manage probationary periods.
Employers should ensure they have robust probation processes in place and that managers are equipped to handle performance issues, conduct difficult conversations, and address concerns promptly and fairly.
While issues identified during probation are often attributed to performance or attitude, they can also be symptomatic of weaknesses in induction and onboarding. A well-structured onboarding process is a critical foundation for employee success.
What can you do to safeguard against these implications?
- Sending a welcome email or information pack ahead of the employee’s start date, including key documents such as policies, procedures, and what to expect on their first day.
- Ensuring the individual is welcomed on their first day and assigned a buddy or mentor to support them and answer questions.
- Providing a clear induction plan outlining training, responsibilities, and key milestones during the first four weeks.
For further guidance on managing probationary periods, please refer to our previous article Getting the Basics Right: Probationary periods.
Even with a well-planned induction, issues are often not raised until the end of probation. It is not reasonable-or defensible-to inform an employee after six months that their performance is unsatisfactory if no concerns have been raised previously. Failing to manage probation effectively increases the risk of employment tribunal claims, and with the future removal of capped compensatory awards, early settlement may become more challenging.
Our HR Solutions team offers both virtual and face-to-face training for managers, focusing on structured probation processes and the skills required to manage difficult conversations effectively.
