Hiring right just got more important.
One of the proposed changes in the Employment Rights Bill is a big one:
👉 Replacing the two-year qualifying period for unfair dismissal with mandatory probation periods.
In plain English?
The “wait and see” approach some employers have relied on, where it’s easier to part ways before the 2-year mark, is likely to disappear.
What does that mean for small businesses?
It means your hiring, onboarding, and probation processes need to work now. . .
A new employee joins your team. Everyone is hopeful, and the first few weeks are full of promise. But then questions start to creep in:
Are they really the right fit?
Have we been clear about expectations?
What happens if things don’t work out?
This is where many SMEs slip up. Without a probation policy, regular written reviews, or a clear dismissal plan, what should be a straightforward process can quickly become stressful and costly.
The truth is that probation periods are there to protect both the business and the employee. With the right structure in place, they build confidence on both sides and set people up for long-term success.
At Humber HR People, we work with business owners to establish these structures, from policies and processes to providing hands-on advice when things get tricky. Our goal is to help you protect your business while giving your people the best chance to succeed.
How confident are you in your probation process?
We’d love to hear your thoughts – and if you’d like support, drop us a line at hello@humberhrpeople.co.uk.
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