Induction and probationary periods

Overview

Audrey Williams, Fox Williams Last Modified  28 September 2015

The recruitment process should not simply stop when a new employee is appointed. This is the start of the employment relationship. The likely success, or failure, of the relationship often depends on how well the employees settle in, the quality of the training provided and how well the employer treats them, in the early stages.

If employees are to perform well, and contribute effectively to the organisation, they will benefit from induction. This will allow them to receive appropriate training and to adapt to their new job and working environment.

Employers often wish to assess the performance of the new employee in the early stages. By offering a probationary period, they can monitor the employee's effectiveness over a reasonable time frame to help to decide if the employment should continue.

Key points

  • Induction will usually begin when employees start work in a new post and end once they are fully integrated into the job and organisation
  • Employers should support and give guidance to new employees
  • Induction should cover health and safety and equal opportunities training at an early stage
  • Employers must not discriminate against employees in the design or delivery of induction training and between who is offered such training and induction
  • Employers should actively manage the employee during probation and should not wait until it ends
  • Any different terms that apply during probation should be confirmed when offering employment
  • Employers should confirm its intentions with regard to any continuation of the probationary period before the planned expiry.