Purpose

The Probation Policy is reviewed following formal consultation with trade
unions and managers.
The Probation Period has been reduced to 4 months with up to an extension
of 1 month in response to the Employment Rights Act 2025. Employment
legislation is increasingly strengthening protections for employees from the
very start of their employment, including the introduction of more day-one
rights and with effect from 1 January 2027 employees rights to claim unfair
dismissal reduces from 2 years to 6 months and employees who commence
in post as of 1 July 2026 will accrue these rights. Refer to Probation Periods:
More Critical Than Ever Under the Employment Rights Act 2025
Overall, this change ensures our approach reflects the spirit of modern
employment law, promoting fairness, consistency, and a positive experience
for employees from the outset, whilst also reducing risk to the Council.
The following amendments have been made:
• Addition of wording clarifying employees who started employment
before 1 July 2026 will remain subject to the previous probationary
arrangements in place at the time of their appointment and as
outlined within their contract of employment
• Change from 6-month to standard 4-month probation period for all
new employees
• Introduction of maximum of 1 month extension
• In line with new 4-month probation period, clarification that policy
applies to temporary or fixed term contracts of 4-months or more
• Clarification as to who the Policy applies to
• Clarification provided around the impact of probation period where
employees are appointed one point below
o Probation period will still apply to these employees and
achieving full competency in the role will extend past the
probation period, up to 12-months including the probation
period
• Referral to the recruitment policy for more information
• Addition of mandatory learning requirements, highlighting completion
informs appointment
• Addition of Payment In Lieu Of Notice (PILON) where applicable

Decision

To approve the review of the Probation Policy

Alternative options considered

During the consultation there was feedback from managers concerned that
the reduction would not be sufficient time to monitor an individual’s
progress. Launch Webinars will be delivered along with managers having
access to template letters and toolkit to support them in managing
employees through their probation period.