Yes. Probation lets you assess a new worker over a fair, agreed period. The law sets no fixed length; three months is a common choice. It does not mean you can end the job on a whim: you still have to give guidance, a fair chance to improve, and a fair process. AskMandla can add a probation term to the contract and explains what it does and does not allow.
What probation is for
Probation is a settling-in period at the start of a new job. It gives you a proper window to see whether the work is up to standard, and it gives the worker a chance to learn how your home runs.
A fair length
The law does not set a maximum. It has to be reasonable for the job, long enough to see whether the worker suits it. A few weeks up to about three months is common. It should be agreed up front and written into the contract, not stretched out indefinitely.
What you still have to do
Probation lowers the bar, it does not remove it. If the work is not up to standard you should:
- Tell the worker clearly what is not working.
- Give guidance and a real chance to improve.
- Before you extend the probation or end the job, hear the worker's side and take it into account.
- Only then, if it does not improve, end the job through a fair process.
Ending the job during or at the end of probation is a dismissal. The worker is owed one week's notice (or pay instead of notice) in their first six months, plus any pay due. The reason has to be about their work or whether they suit the job. Letting someone go at the end of probation just to hire someone new can be an unfair dismissal.
How AskMandla helps
We can add a fair probation term to the contract, explain how it works in plain language, and guide you if you need to give feedback, extend it, or end the job during it.