It is best practice to hold a half way meeting in the middle of their probation period to discuss their progress and give them the opportunity to improve on anything that might stop them from passing. If you intend to pass them, then simply waiting for the probation period to end and sending them a congratulation letter will suffice. We would also recommend mentioning details of any opt in or out requirements to pensions or benefits.
Although face to face meetings are starting to happen again in most workplaces, best practice still suggests hosting meetings online where possible. Ultimately it is a judgement call; if hosting the meeting online will hinder the content, then you should consider meeting face to face with Covid restrictions in place such as social distancing and face coverings.
Over the past few months, we have had a demand for training in line management, diversity/inclusion, and bespoke management academies (industry specific content that runs over a few months). In addition, we’ve received an increase in training requests for managing remote workers and staff working from home. We would recommend that employers use quiet periods of business to consider staff training, especially with furloughed staff to keep them in touch with the organisation.
Each person's induction plan can be completely different. We like to tailor our induction processes based on company preferences, as well as adding a personal touch so each employee is welcomed based on their job title and the team they're joining.
Government guidance was updated in April 2020, so you have to base your calculation on the last 52 weeks average hours, instead of the last 12 weeks. If you need help with this, then get in contact.
It usually depends on the employee’s length of service and the change being implemented. It's also worth checking the wording in contracts to ensure you're following the correct procedures to have a meaningful consultation period. If you're unsure, you can send us an email and we can guide you through any changes to ensure you're legally compliant.
As of April 2020, the deadline to issue a contract of employment has been greatly reduced to the first day or, ideally, before the first day of employment. If you are thinking of appointing a new member of staff, get in contact and we can help keep the process legally compliant.
If you require support with any of the mentioned topics, or if you want to find out how we can work in partnership with you to benefit your business, you can contact a member of the team on 01522 370190 or 020 7110 0006 or email us at firstname.lastname@example.org .Back to home