Using Probationary Periods

A probationary period provides a structured timeframe for the Church to review a new employee’s performance and for the employee to assess the role. Following recent and additional upcoming changes in legislation, the District recommends a more condensed and active monitoring period.

• Standard Duration: The standard probationary period is guided to be 3 months. This ensures that both the Church and employee have a focused window to establish performance and suitability early in the relationship

• Extension: In instances where performance or conduct has not yet reached the required standard, but there is potential for improvement, the probationary period may be extended for a further 2 months. This brings the maximum total probationary period to 5 months and all decisions and dismissal notice periods must be completed within this time.

• Documentation: The written Statement of Terms and Conditions must specify the 3-month length of the initial probation and explain the monitoring process (e.g., performance, conduct, and capability)

• Review Meetings: The Line Manager is responsible for monitoring progress. Formal review meetings should occur at the end of month one, month two, and a final assessment before the end of the 3-month period to determine if the employee has passed, failed, or if the 2-month extension is required

Why does the District recommend this? From January 2027 employees gain the right to claim Ordinary Unfair Dismissal after six months service. It is therefore vital any decision to terminate employment during probation - including the serving of contractual or statutory notice - is finalised and enacted during the fifth month in post.

Under the Employment Rights Act, the qualifying period for an employee to claim Ordinary Unfair Dismissal drops from two years to just 6 months, effective 1 January 2027.

If you consider your timeline, this threshold will apply to all workers hired on or after 1 July 2026. It is therefore important that any decision to terminate employment during probation, including all meetings and the serving of notice, is completed before the 5-month mark.

• By law, a worker who has passed 1 month of service is entitled to a minimum of 1 week's statutory notice.

• If an employer serves notice in month 5 and that notice period rolls even one day into the 6th month, the worker automatically hits the 6-month threshold and gains full unfair dismissal protections.

• Under the new rules, statutory compensation caps on unfair dismissal have been abolished, exposing employing bodies to uncapped financial risk.