It is recommended that, where possible, probationary periods be used as a matter of employer policy. A probationary period allows an employer the opportunity to assess an employee s performance and allows an employee to determine whether they wish to continue with the employment. If an employment agreement contains reference to a probationary period of three months or less, then an employee who is terminated during the probationary period will have no claim for unfair dismissal. The probationary period can be longer than three months in certain special circumstances. Many employers now offer employment contracts of a duration fixed by reference to either a particular period of time or the completion of a particular task.
Termination can still take place within the fixed term contract.
As with probationary periods, fixed term contracts provide employers with flexibility. It is important to negotiate a new agreement if the employee is to remain employed after the expiration of the fixed term contract. Employee Manuals Employee manuals or handbooks are widely used to inform employees about their employer s policies and procedures. An employee manual is not a contract as such and is therefore not signed by the employee. The role of an employee manual is to provide guidance for distinguishing acceptable behaviour in the workplace from unacceptable behaviour.