Businesses across Shropshire are being urged to review how they manage probation periods, with an employment law specialist reporting an increasing number of employers running into difficulties.

Alasdair Hobbs, managing director of Telford-based Human Results, said many employers mistakenly believed that employees could simply be dismissed during their probation period without following any process.

He said while probationary employees generally had fewer unfair dismissal rights than longer-serving staff, employers could still expose themselves to legal, financial and reputational risks if probation periods were handled inconsistently or without proper documentation.

“We are seeing more employers asking for advice after probation periods haven’t been managed as effectively as they could have been,” Alasdair said.

“The issue is not always the employee’s performance - it’s more that expectations haven’t been made clear, regular reviews haven’t taken place, or concerns haven’t been addressed until the end of the probation period.

“A probation period should never be treated as a ticking clock. It should be an opportunity for both employer and employee to assess whether the role is the right fit, with regular conversations taking place throughout rather than leaving everything until the final week.”

Alasdair said another common misconception was that employers could dismiss someone during probation without any consideration of fairness.

“Although employees generally gain protection from ordinary unfair dismissal after a qualifying period of employment, there are still important legal obligations from day one,” he added.

“Employers also need to remember that a poorly handled dismissal can affect morale, recruitment and their reputation as an employer.

“The best organisations use probation periods positively. They set clear objectives, provide support and feedback, keep written records of review meetings and make decisions based on evidence rather than assumptions.”

Human Results is encouraging businesses to review their probation procedures to ensure managers understand their responsibilities and that probation reviews are carried out consistently across the organisation.

Alasdair said simple steps such as scheduling review meetings in advance, documenting discussions, providing constructive feedback and extending a probation period where appropriate could often prevent more difficult employment issues developing later.

For more information and advice, visit www.humanresults.co.uk or call Alasdair on 01952 288361.