As a small business owner, making the wrong call when hiring someone can have a big impact on your business. You can lose productivity, disrupt your team and even damage your reputation with your customers! This is where a solid 90 trial period clause in your employment agreement can help.
Sometimes a new hire won’t do anything that will warrant instant dismissal rather they will simply not meet your performance expectations. Rather than starting a lengthy performance management process or risking a personal grievance by letting them go without a process, a 90 day trial clause allows you 3 months to assess their performance in the job and decide if you are happy!
If you terminate someone under the 90 day trial period clause, they can’t raise a personal grievance for being fired. There are a few things you need to make sure about:
Tarryn has worked in HR for over 14 years and loves to solve problems. She is a self professed employment relations junkie! She lives in Auckland with her dedicated husband, tireless toddler and three special needs cats.