In which circumstances can an employer extend someone’s probationary period?
An extension may be necessary where the performance is unsatisfactory but shows some improvement. Where the employee has been absent for a significant proportion of the period, for example on sickness absence, carer’s leave during Covid or on furlough, then an extension may be necessary to allow the employer to properly evaluate performance over a reasonable time.
Best practice is for employers to inform employees in writing that their probation period is being extended, for how long, for what reason and what improvement is needed.
Can an employer withhold certain benefits until the end of the probationary period?
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