Rise in probation enquiries revealed

Businesses need to get used to being good employers now - regardless of when sweeping employment law changes come into effect.

That’s the advice from Shropshire-based HR expert, Alasdair Hobbs, of Human Results, who has seen a big increase in clients looking to implement new policies ahead of the Employment Rights Bill becoming law.

One of the highest-profile changes in the Bill - removing the requirement for staff to have been employed for two years before being able to claim unfair dismissal - is now not expected to be introduced until 2027, but Alasdair said businesses should still act now to ensure they were prepared.

“The Employment Rights Bill has been something of a wake-up call for many businesses. There has been lots of speculation and interest regarding exactly when the various elements of the Bill will come into force, but employers really need to be implementing cultural change for new starters sooner rather than later.

“While some see the removal of the two-year rule as a major shift, employers should already be striving to meet best practice standards in probation management.

“Discrimination claims are notoriously difficult to conclude quickly and cheaply in many cases for employers, who often end up settling before reaching a tribunal.

“So having a robust probation policy in place - which is followed and properly documented by managers - is vital for all employers, regardless of when the Employment Rights Bill comes into force.

“I am glad to say that a lot of clients have been seeking advice in recent months to do just that - ultimately, a good probation policy will protect both the employer and employee.”

Pictured: Alasdair Hobbs of Human Results