Recent polls indicate that more than a third of organizations plan to alter probation periods due to new day one employment rights.
- Businesses can extend probationary periods from six to nine months under proposed plans.
- Over a third of companies are reviewing processes as employees gain day one rights, such as sick pay and parental leave.
- While 36% are preparing to change, 43% of businesses remain undecided on probation updates.
- Day one rights continue to be a significant concern, impacting how businesses approach recruitment.
Recent insights reveal that over a third of businesses are gearing up to revise their probationary procedures in light of employees obtaining day one rights. This comes from a new survey conducted by an employment law and HR consultancy, which uncovers changes expected under a Labour Government’s first 100 days in office. These changes permit businesses to extend initial employment phases from six to nine months.
Employers are actively considering these modifications due to new rights granted from the start of employment. These rights include sick pay, parental leave, and the ability to lodge unfair dismissal claims, prompting 36% of organizations to contemplate reviewing their current probation practices. Meanwhile, 43% of businesses have yet to decide on potential amendments, reflecting a cautious approach during this period of uncertainty.
In the face of these changes, only 20% of businesses plan to maintain their existing probation frameworks. According to Jane Hallas, a leading legal expert, it’s essential for businesses to develop strong onboarding and probation practices as a defense against potential unfair dismissal disputes. The timeline for implementing a nine-month probation is still under review, leaving room for discussion and feedback.
The poll also highlights ambivalence among companies concerning changes to their recruitment strategies, as 56% remain unsure while 19% are planning to adjust candidate selection methods aligned with day one rights.
This perspective is influenced by earlier findings where a majority of businesses had apprehensions about the implications of day one rights. This was perceived as the most challenging aspect of the Labour manifesto, stressing on the impact of granting rights such as sick pay and parental leave immediately upon hiring.
As the industry continues grappling with these shifts, it remains evident that day one rights are a focal point of concern. Many organizations are preparing to revise probation and recruitment procedures to manage associated risks. This change aims primarily to mitigate potential legal challenges, given the heightened risk of litigation as 59% of respondents express worry.
According to expert Jane Hallas, companies should evaluate whether line managers possess the skills necessary to address performance concerns within the probationary timeframe, and if necessary, provide additional training.
The introduction of day one rights is prompting businesses to reconsider their probation and recruitment strategies amid ongoing concerns over legal risks.
