Historically, many Church employing bodies have adopted probationary periods of six months. However, with the anticipated reduction in the qualifying period for ordinary unfair dismissal claims to six months, Managing Trustees should review whether this approach remains appropriate.
A probationary period that is the same length as the qualifying period for unfair dismissal rights may provide limited opportunity to identify concerns, implement support measures, assess sustained improvement, or extend probation where necessary before additional employment protections apply.
If probationary periods are not actively managed, employers may miss a critical window to assess an employee's capability, conduct and suitability for the role. This could increase the risk of workplace disputes, more complex formal processes and potential employment claims later in the employment relationship.
Recommended Approach
For most lay appointments:
Three to four months probation, with the contractual right to extend, may provide greater flexibility.
For senior, specialist roles:
Longer probationary period (e.g. 4-5 months) may still be appropriate where there is a clear business need.
Any probationary period and extension provisions must be clearly stated within the contract of employment.
Setting Employees Up for Success
A successful probation begins with a successful induction.
Managers should ensure employees receive:
Day One
Welcome meeting.
Introduction to colleagues.
Explanation of line management arrangements.
Access to systems and equipment.
Copies of key employment policies.
First Month
Completion of mandatory safeguarding training.
Discussion of role expectations.
Agreement of probation objectives.
Identification of learning and development needs.
Scheduled supervision meetings.
Throughout Probation
Regular one-to-one meetings.
Timely feedback.
Ongoing guidance and support.
Access to training opportunities.
Probation should never be the first time an employee hears that concerns exist about their performance.