Put a clear probation policy in place for new starters and managers

A contract clause often says very little beyond the fact that a probation period exists. It may not explain when reviews happen, who gives feedback, whether probation can be extended, what standards are being assessed or how decisions should be documented. A separate policy can fill in those practical points and help managers follow a more consistent process. That matters particularly where different people supervise new starters. The practical working model can be just as important as the contract wording, so the policy should reflect what your business will actually do in practice.

A probation policy will often deal with the length of probation, review meetings, performance and conduct expectations, training or support during onboarding, how concerns are raised, whether extensions are possible, and what happens at the end of the period. Some businesses also want wording on notice during probation, confirmation of successful completion, or how the policy interacts with contracts and handbooks. The content should match your real management process. If the policy describes steps your managers never follow, it can create confusion rather than helping your onboarding process.

The drafting usually depends on how your business hires and manages people in reality. Relevant details include who supervises new starters, whether reviews are formal or informal, how long probation periods usually last, whether different roles need different treatment, and what your contracts or handbook already say. Useful drafting usually starts with the real working model, then turns that into clear obligations and risk settings. For example, a small founder-led team may need a shorter, simpler policy than a business with multiple managers, departments and staged review points.

It can help identify why that question matters, but a probation policy is generally intended for employees rather than genuine contractors. If someone is labelled as a contractor but is managed like an employee in practice, that can affect the legal analysis. The practical working model can be just as important as the contract wording. We can flag where worker status appears relevant to the policy, but a fuller status review or broader advice on engagement structure may need separate work if that issue is central to your situation.

Sometimes a template looks attractive because the document seems simple, but problems often arise when the wording does not match the real process. A template may refer to formal meetings, extension rights or decision steps that your managers do not actually use. It may also sit awkwardly with your contracts or handbook. A tailored policy aims to reflect your actual onboarding approach and internal responsibilities. This service Your lawyer will explain the practical position and your options in plain English. in every employment matter.

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