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Dismissing employee in probationary period....

Lisa

Hi all, 

First time that I need to do this, can anyone give generic advice as to how to approach this in the most delicate ways?

Well within probation but just really not working out. 

Many thanks in advance. 

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  • Does the individual have any protective characteristics?
    If no, then the commercial risks are low.

    You can invite employee in for a formal probationary review, refer to the job profile/spec, have clear evidence of where they are not performance targets/KPIs & discuss where they should be at by now... etc
    You can then put them on an improvement plan (give a timeframe). If no improvement, you can then follow up & terminate them.

    Alternatively, you can skip the second step and just invite them in for a formal probationary review and explain to them it’s not working out with clear reasons why. It’s generally advised to have the second step so there’s no risks for “wrongful dismissal.”
  • in reply to Nomi
    The clue was in the title and in 90+ % of cases this is what happens

    Invite to meeting including some details of your concern and potential outcome
    Hold meeting
    Confirm decision and offer right to appeal

    In 99% of cases there is no appeal

    Why do it?

    Natural justice
    Alerts you to potential problems
    ACAS Code says you ought to
    Not doing it and then being found to have discriminated means up to 25% extra compensation

    plenty of posts on this subject
  • in reply to Peter Stanway
    Would you need a note-taker/witness for this meeting?
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