I have an permanent employee who has made errors during his probationary period. and we have discussed this on a previous occassion. However we have not put in place any training plans or a personal development plans. I have arranged for a meeting to be held with the employee to discuss his future and to terminate his employment. Also prior to this we were thinking about promoting him but have since changed our minds due to the errors. He was told he was in line for promotion.

Where do we stand legally and really as good business practice?

Thanks in advance
Rebecca Jackson

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