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June, 2019

A proactive approach to probationary periods

Posted on: June 18th, 2019 by Ginny Hallam

So often we hear that it’s only those who lose their jobs or have their probationary period extended that have the privilege of time with their manager to discuss early performance.

The missed opportunity of telling someone they’re great at an early stage of their career can’t be recovered. Whether you call it an early careers chat, probationary review meeting or three/six month catch up – get it in the diary!

Here’s our tips to make it happen:

Don’t leave discussions about performance to the end of the period – start sharing from month one!

Work with a people system that automatically reminds you when you need to have a probationary discussion – find out about ours!

Train your managers to feel confident approaching the conversation and support them with agendas

Ensure that managers wishing to end an employee’s employment can demonstrate they’ve done all they can do to support that individual to succeed

If ending employment, support the individual with next steps to future employment elsewhere

Don’t leave probationary conversations until the last minute and ensure they take place within the probationary period – contractually you might otherwise lose the right to benefit from a shorter notice period if things don’t work out

If you extend the probationary period, ensure you set SMART objectives and offer support and guidance to achieve them – follow up in writing so the employee is clear that their probationary period has been extended and what they need to achieve

Ensure you follow your own policies throughout

There’s a lot to get right with probationary periods – we’re here to help if you’re unsure.


Positive practices? Addressing imbalance

Posted on: June 11th, 2019 by Ginny Hallam

If you’ve taken the decision to address demographic imbalance by recruiting individuals from under-represented groups, ensure you put the right steps in place to avoid discrimination.

In a recent case, Cheshire Police were found to have discriminated on the grounds of race, sex and sexual orientation against an employee applying for the role of Constable.

If you’re addressing age, sex, race or other imbalances (whether consciously or sub-consciously) through recruitment practices, remember:

  1. You need clear evidence of an imbalance
  2. You are only able to favour a candidate because of a protected characteristic (like sex or race) if you can show that they are qualified equally to the next best candidate
  3. You can show that you’ve considered alternatives to your decision to positively discriminate
  4. That your approach to recruitment of under-represented groups is proportionate to the challenge you’re trying to overcome

If you’re considering such an approach and are in any doubt, get in touch!

Executive People Update

Posted on: June 6th, 2019 by Ginny Hallam

As part of keeping you in our focus, our exec people update ensures you’re on top of the latest people opportunities, challenges and legislative changes so you are ready to update the Board. If you want more insight, give us a call or send us an email and we’ll make sure you’re fully up to speed with all the detail.

Dates for your diary

June 1st – 30th: pride month
June 10th – 16th: carers week
June 17th – 23rd: festival of learning week

Getting personal – directors’ liability

A recent case has potentially opened the door for directors to be personally liable for decisions they take that flout the law and damage business reputation. Next time you consider the commercial option not to follow employment laws – take advice to ensure that decision doesn’t come back to bite you personally!

Father’s fare for sharing the caring

If you provide mothers enhanced maternity pay, a recent case has found there is no need to offer fathers (or mothers) the same enhanced pay during shared parental leave. If you still want to enhance shared parental pay go ahead – but you don’t have to by law.

Time and attendance for all?

Momentum continues to grow around the European decision that employers should be recording all workers time and attendance, not just time absent from work. Next it’s for the UK government to decide how to implement this into our Working Time Regulations. That being said, Brexit could still throw a spanner in the works…watch this space!

Just give us a shout if you have any questions and we’d be delighted to have a chat with you.