The Appointments and Conditions of Service Committee of Derbyshire County Council met on Wednesday 7 October 2026. The primary item scheduled for discussion was a proposed revision to the council's Probation Policy.

Probation Policy

The committee was scheduled to consider proposed changes to Derbyshire County Council's Probation Policy. The review of the policy was part of a wider programme to modernise workforce policies and ensure a consistent approach to supporting and assessing new employees. The proposed revisions were also intended to align with forthcoming changes from the Employment Rights Act 2025, which places a greater emphasis on the effective management of employees during the early stages of their employment.

Key changes outlined in the report pack included:

• A reduction in the core probation period for new employees from six months to three months.
• A requirement for managers to conduct monthly probation review meetings with new staff.
• Clearer expectations regarding induction, objective setting, and ongoing support for probationary employees.
• Formal arrangements for confirming appointments, extending probation periods, or considering termination of employment if performance standards were not met.
• The introduction of a formal appeal process for employees dismissed during their probation period.

The report pack indicated that the policy had been updated to reflect the council's new policy template and its values: Collaborative, Innovative, Empowered, and Accountable. Joint trade unions had been consulted on the proposed changes and had agreed to them.

The report pack recommended that the committee approve the revised Probation Policy. The reasons provided for this recommendation included the amendment of the core probation period and the establishment of a consistent and supportive framework for managing probationary periods. This framework aims to support new employees in successfully integrating into the council and ensuring appropriate standards of performance, attendance, and conduct are achieved and maintained.

The report also detailed the implications of the proposed policy, including financial, legal, human resources, and equalities impacts. It stated that there were no significant direct financial implications, but that effective probation management could reduce costs associated with employee turnover. Legally, the policy was designed to provide a clear framework for managing probationary periods and support compliance with employment legislation and procedural fairness, particularly in light of the Employment Rights Act 2025. An Equalities Impact Assessment had been conducted and indicated no adverse impact on employees with protected characteristics.

The report pack also included a detailed comparison of the current and new probation policies, highlighting a shift towards a more comprehensive, employee-centred, and supportive approach. This included enhanced manager guidance, a greater focus on wellbeing, and the use of plain English to make the policy more accessible. The report author was identified as Ruth Casey.

The committee was also scheduled to receive apologies for absence and declarations of interest.