Trial periods can be useful for both the employer and employee, but there are very specific requirements you need to get right:
- Trial periods (of up to 90 days) must be included in contracts.
- When verbally offering employment, let employees know about the trial period.
- An employee can’t be put on a trial period if they’ve worked for you before (instead use a probationary period).
- Employees must sign the contract before starting work (signing on their first day may be too late to enforce this clause).
- Trial periods can never be longer than 90 days, even with mutual agreement.
- If ending employment notice must be given within the trial period, though the employee’s last day might be after the trial period finishes.
- Give employees a fair go under the trial period; provide adequate training, support & feedback.
- The notice period for a trial period can vary; consider what’s right for your business.
- Personal grievances can still be raised if they relate to discrimination or harassment.
If you'd like help with 90 day trial periods please contact Karyn@hrassociate.co.nz or 0211814849