Before the end of the probation period, you must complete a structured review of your employee’s performance and conduct.
You can either confirm your employee’s appointment to the role, extend their probationary period, or end their employment.
If your employee has met the expectations for the role, confirm their appointment. See your intranet or speak to your HR team to find out how your agency does this.
If you have not had reasonable time to assess your employee’s performance and conduct, or they need more time to meet the expectations for the role, you can extend their probation period. You must tell your employee you intend to extend their probation before their probationary period ends. See your intranet or speak to your HR team to find out how your agency does this.
If your employee has not met the expectations for the role following feedback and support, you can end their employment.
You should ensure you have provided regular written feedback during the probation period and given the employee the opportunity to respond. Speak to your HR team before deciding to end employment during probation.
If the decision is made to end employment, you must provide the employee with written notice before probation ends.