Using a Trial Period in a Redundancy Situation
Croner’s legal team explains the ins and outs of a trial period in relation to a redundancy situation, and why it is best for employers to follow the statutory provisions of that trial period.
When employees are in a redundancy situation, and are offered new contracts on terms and conditions that are different from the previous contracts, they are entitled to be offered a fourweek statutory trial period in their new roles. A trial period of longer than four weeks can be agreed in writing between the employer and the employee if the employee needs retraining. The agreement or letter has to state the date on which the period of retraining ends and the terms and conditions of employment that will apply to the employee after the trial period ends. The trial period is for a new job, ie where there are new terms and conditions or a new place of employment. If the trial period is only for four weeks, it is still recommended to put the details in writing to the employee.
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