Probationary periods - Whats the norm?

Other than for senior positions a six month probationary period would IMHO be exceptionally long.

If new starters receive regular feedback about performance, during a 3 month probationary period, then there should be no suprises if the company feels it necessary to extend the period.

Pragmatically speaking, once a probabtionary period is passed, then no real employment protection rights are acquired until the two year point.Consequently, if between 3 months and 2 years performance is not acceptable, then separation is not a problem - and should not come as a surprise if people have had regular feedback.

We current have a 6 months probation period in place for all of our contracts. It has been this way since I joined.
The managers can pass it early, but it isn't often done.

Our contract states that employees aren't entitled to Private medical or sick pay until probation has been passed.
I personally think 6 months is too long, but unfortunately I have no say in the matter!

Most of the ones I have come across are for six months with a formal review at 3 months.

My post is pretty much a duplicate of Hannah's - apart from we never pass anyone early.  

Our probation period has always been six months, during which there is no access to Company Sick Pay, or the opportunity to benefit from the 9 day fortnight work pattern we offer.

I again think this is too long, and is not popular with new starts, but this is not a battle I have won as yet!

I binned probationary periods entirely in my current organization. I don't really understand what they're for.

I think six months for a probationary period is in all normal circumstances about 5.75 months too long

Some parts of my business have 6 months and some have 3 months. I think both are fairly typical.

Hi Beth
6 months is the norm in all places i have worked, in one place it was 9! I don't see any reason why you couldn't have a 4 or 5 month probationary period, but as 6 months is the norm in most places, I would follow it as there must be a good reason behind it. It is a good way to evaluate ones performance, and if it isn't up to par, employers can terminate their contract giving them 1 week's notice rather than 1 month which would cost the company more money. (If this is stated in their contract)

Hi all,

Thanks for all your responses and details of your experiences. All worth considering and passing on to management.
Thanks

My own opinion is that probationary periods in themselves are a largely- archaic and a generally needless requirement.
It is constantly pointed out in these Forums that probationary periods are not recognised at all as a concept in employment law: specifying any probationary period doesn't in any way affect the legitimacy or otherwise of eg dismissal as a result of an employee 'failing' their imposed period of probation.
Proponents of probationary periods often say things like 'it's necessary to try out new starters in order to evaluate whether or not they're suitable for the role they were hired to do'. Of course it is, but you don't need probationary periods in order to do this! In reality, it's usually apparent within the period of a week or so - if not a working day or two - whether or not a new starter is going to be an effective member of staff. So, why bother at all with probationary periods of many months duration? If the new staff member is being effectively managed, their performance should be constantly evaluated and regular feedback and continuous improvement planning and support given - there really ought to be 'no surprises' as they say, in this regard.
And if the employee once they've started proves so dire and very clearly totally unsuitable, they should be so informed, and if needs be shown the door without undue delay, which will only compound the problem and prolong the agony. For all involved Often, if conventional probationary periods do apply, it's considered necessary by some / even many to see out the full, specified duration before ever contemplating dismissal – which IMHO is just plain daft, but some still appear to espouse this view.
Similarly, some think they can apply probationary periods to existing staff who change jobs eg through internal transfers / promotions. Not so! – provided these staff have long enough service length for unfair dismissal protection and given that probationary periods have no standing or effect on that fact, you can only dismiss them for a ‘potentially fair reason’ and failing probation is certainly not one of these. And even if employer sought to demote them or revert to former job, that might well amount to constructive dismissal. Of course, normal ‘capability’ considerations can and should apply, and if someone proves unsuitable in these circumstances they should be pursued.
Probationary periods can and do underline that the employee’s capability is being subjected to special or particular scrutiny, but that should be happening as a matter of course and as stated above there should be ‘no surprises’ throughout.
Probationary periods are used too in order to ensure that new starters don’t start immediately on eg the sick pay or holiday or notice or whatever terms applicable to longer-serving employees. That can be an entirely sensible thing to do, but you can still provide for all that in contractual terms and conditions without tarring everything with the same probationary period brush. For example, you can apply different service qualification periods to different benefits, so it can all be more flexible.
In employment law, even if a new employee has ‘passed’ whatever probationary period applies, they still risk dismissal, even whimsically or otherwise unfairly on the part of the employer until they clock up 103 weeks continuous employment. Thus, in this important sense, every new employee is on a probationary period of 103 weeks, so what’s the point of needlessly complicating that overarching fact?
Just a few musings…..