The City of London Corporation is set to shorten probation periods for new employees, reducing the standard probation from six months to four months. This change, approved by the Corporate Services Committee, also shortens the maximum extension period from three months to four weeks. This aligns the Corporation with practices adopted by other London local authorities.
The updated Probation Policy, which will come into effect in preparation for the Employment Rights Act 2025, aims to reduce the risk of unfair dismissal claims. The Act, due to be implemented in January 2027, will reduce the qualifying period for protection against unfair dismissal from two years to six months. The shorter probation period is intended to ensure that probation decisions can be concluded effectively before employees obtain this protection, increasing the importance of identifying and addressing concerns relating to performance, conduct, or attendance during the probation period.
Alongside the reduced timelines, the new policy introduces a more structured framework for managing probation. This includes enhanced support for employees, clearer review requirements, an emphasis on evidencing meetings, greater focus on reasonable adjustments, and a formal appeal process. Supporting resources for managers and employees, including a Manager Guide, Employee Guide, and Quick Guide, will be provided. The Manager Guide offers specific guidance on the line manager's role in probation review meetings and the formal meeting procedure.
The City of London Corporation will ensure adequate assessment through this structured framework. Line managers are responsible for addressing concerns at the earliest opportunity, with decisions being evidence-based and supported by documented discussions, objectives, feedback, and any support provided to the employee. The policy introduces an emphasis on 'evidencing meetings' as part of this framework. The Probation Review Form (Appendix 1) serves as a documented record of these meetings, including initial, review, and formal meetings. Line managers must ensure these meetings are evidenced in writing and shared with the employee and HR. HR oversight is also in place, with HR representatives attending formal meetings and being notified of concerns or improvement plans. HR will also be notified if probation reviews are not completed, indicating a monitoring mechanism.
The policy was developed following consultation with recognised Trade Unions, Senior Employee Representatives, HR colleagues, and the Equality, Equity, Diversity and Inclusion team. The changes will apply to new starters and those transferring to new roles internally who are still within their probation period. A training package to support these changes will be launched in the Autumn.
