Let’s Talk Probation Periods: Why Those First Few Months Really Matter
There’s been plenty of back‑and‑forth recently around employment rights, but the big takeaway for small businesses is simple: probation periods are becoming even more important. With unfair dismissal protection expected to kick in at six months, those early weeks and months are now your best window to make sure a new hire is the right fit — for both of you.
The trouble is, probation can easily slip into “tick‑box territory.” But when you treat it as a real part of the employee experience — not just an HR formality — it becomes one of the most powerful tools you have.
A good probation period helps new starters settle in, understand how you work and clarify what “good” looks like in your business. For small teams, that clarity matters. One hire can shift the whole dynamic, so having open, honest conversations early on helps everyone feel more confident.
What a Great Probation Period Looks Like
It doesn’t have to be complicated. A few simple, consistent steps make a big difference:
- Clear terms in the contract (how long, how often you’ll review things, what’s expected)
- A warm, structured induction so people understand the culture as well as the job
- Regular one‑to‑ones to share feedback, adjust priorities and flag any support needed
- Straightforward, measurable performance criteria
- Good documentation if concerns pop up — fair, factual and consistent
- Managers who feel comfortable having timely, honest conversations
Handled well, probation helps people perform at their best, rather than catching them out. It also saves you headaches later by spotting issues before they grow.
Why This Matters Even More Now
With the shift toward a six‑month threshold happening in 2027, probation becomes the moment where you set expectations, build trust and work out whether the partnership is right. For growing businesses, it’s a vital part of long‑term stability and building a high performing team.
After the Employment Rights Bill received Royal Assent late last year, we’ve spent the first month helping clients understand what’s changing and what they need to do now to get ready.
We’ll be sharing more detail soon about the support we can offer as the new requirements come into force, so keep an eye out for updates and practical resources.
And as always, our quarterly client update sessions will continue—covering this legislation alongside other key HR and people topics to help you stay one step ahead.
We’ve also managed to have some fun as a team, catching up over brunch (that was meant to happen in December!)
Dates for your Diary
Here are some of the events we already have lined up for 2026:
- West Kent Expo ‘26 – Wednesday 11 March 2026
After the success of Expo ‘25, we are looking forward to exhibiting at West Kent Expo ‘26. This is a fantastic event based in Tonbridge bringing together local businesses, entrepreneurs, and industry professionals for a day of networking, inspiration, and opportunity. Find out more here.
- Burnout Management Workshop – 30 April 2026
Gemma will be collaborating with Burnout Coach Matt Adamson to deliver another insightful session focused on Burnout Management – protecting people and performance. Book your early bird tickets here
A simple lesson from a recent tribunal case
Two racial harassment complaints against Peterborough City Council were upheld after an employee challenged how she was treated at work.
One incident involved a senior leader assuming she was friends with another black colleague. Another involved a photo shared in a WhatsApp group that made her feel uncomfortable as the only black member.
Problems like this often come from everyday interactions, not deliberate discrimination. A quick policy refresh, clear rules on how work channels are used and short discrimination training for managers make a real difference.
When people understand how their behaviour might be received, issues are far less likely to turn into formal complaints.
Bridging communication gaps between generations
A new survey shows that Gen Z report the most strained workplace relationships, mostly due to different communication styles.
Younger staff lean toward messaging apps and voice notes, while older colleagues prefer quick calls, leading to frustration and mixed messages.
Setting clear communication norms and giving managers basic training helps to prevent misunderstandings and keeps day to day work running smoothly.
What AI automation means for your people and business
A new outsourcing report claims that up to 90% of back office tasks can now be automated. For small businesses, the opportunity to save costs is real, but so are the risks.
As roles change and tasks shift to AI, you need clear job design, training and communication to keep people engaged and protect against confusion or morale issues. Thoughtful planning prevents problems before they start.
How to manage and reduce absence in your business
Absence costs UK employers millions every single year.
That’s why it’s really important to manage absence in your business.
Here’s 3 ways to get started:
1: Track absence properly
Start by recording absence in one place. HR software helps you to see patterns, spot repeat issues and understand the overall impact on your business.
2: Conduct return to work conversations
A short return to work meeting helps you to understand why someone was off and whether they need support or adjustments.
These conversations reduce misunderstandings and help to prevent repeated absences.
3: Tackle the root causes
The action you take will depend on the issues you uncover, but most improvements fall into a few areas:
- Clear policies and expectations
- Early conversations when patterns appear
- Reasonable adjustments where needed
- Manageable workloads and good communication
- Confident managers who know how to handle absence consistently
Businesses that take a proactive approach see fewer short notice absences and more stable staffing.
If you would like help with reviewing your absence policy, setting up tracking or supporting your managers, we can guide you through it.
Can I reduce someone’s hours after maternity leave if business is quiet?
Possibly, but only through proper consultation and with a genuine business reason. You cannot unilaterally reduce hours. Explore alternatives first and take advice to avoid discrimination risks.
Do I have to pay staff for travel time between appointments?
Yes. Travel between appointments counts as working time and must be paid, even for salaried staff. You do not need to pay overtime, but their salary must cover all hours worked, including this travel, at least at National Minimum Wage.
How do I handle it if an employee refuses to join a team social event?
Keep it simple. Social events should be optional. Check if there’s a reason why they’re uncomfortable, but don’t pressure them. Focus on inclusive ways to build a team connection.
