Employsure's Workplace Presentation on probationary periods explains what employers need to know about how to manage new employees. With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help. Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces. Call us: 1300 651 415 Visit us at: https://employsure.com.au/ LinkedIn: https://www.linkedin.com/company/empl... Facebook: https://www.facebook.com/employsure.c... Twitter: https://twitter.com/Employsure

2. Employee probation
This presentation outlines the essentials
that employers need to know about
probationary periods.
For more detailed information please call
Employsure on 1300 651 415.
Topics covered:
• What is probation?
• Who gets probation?
• How to manage a probationary period

3. What is a probationary period?
• A probationary period is a period of time –
usually three to six months – during which
an employer can assess if an employee is
suitable for the business.
• Probation gives an employer the
opportunity to see whether an employee is
capable, reliable and suitable for the job.
• Probationary periods can have a different
purpose for trainees and apprentices.

4. What is an employee entitled to during a
probationary period?
• During probation, an employee still receives the
same leave entitlements as if they were
permanent.
• If an employee does not pass probation, they
must have their accrued annual leave paid out.
• An employee on a probationary period should
receive the same training as a permanent
employee and should be treated equal to all
other employees on a daily basis.

5. Who gets probation?
• Probationary periods must be written into an
employment contract.
• Some employees may be covered by a Modern
Award that dictates regulations surrounding their
probationary period.
• Probation is not applicable to casual and temporary
employees, as these types of employment do not
require notice periods.
• Probationary periods can be extended if necessary.

6. How to manage probation
Employsure recommends the following tips when
conducting probation:
Clearly define expectations
• By ensuring employees are aware of what is expected
they can better understand what they need to achieve
to make it through the probationary period.
• This can be an informal process between the employer
and employee.

7. How to manage probation
Hold regular meetings
• Holding regular meetings is the most straightforward
way to ensure the expectations are understood and the
employee is on target.
• There is no need for formalities or any structured
approach, a conversation over a coffee can be a good
meeting option.
• Meetings can help the employee feel supported and
can address areas where the employee might not be
meeting expectations.

8. How to manage probation
Give an early indication
• Don’t keep an employee guessing until the final day of
probation.
• One approach can be to hold a meeting with the
employee one month before the end of their probation
to discuss the expected decision.
• This one month buffer gives the employee time to
consider their financial situation and allows for
employers to consider the impact on their business
activities as well as recruitment.

9. How to manage probation
Make the job meaningful
• Probationary periods are effective in determining
how well a potential employee is going to suit the
role, the type of work, and the organisation itself.
• Providing meaningful work will give the best
indication possible to the employer of how well
the employee is going to fit the role and carry out
the tasks on a daily basis.

10. Terminating during probation
• If an employer wants to terminate an employee during
probation, they must check the relevant Modern Award
or Enterprise Agreement to determine the correct notice
period and procedure required.
• Notice must be given in writing in accordance with what
has been outlined in the relevant agreement.
• If an employee has been employed for six months or
more, even if they are still on probation, additional rules
apply before termination.

11. Next steps
This presentation has given employers
an overview of probationary periods.
For more detailed information on how
to manage a probationary period or
what is required when terminating an
employee on probation, please call
Employsure on 1300 651 415.