ARE YOU MANAGING YOUR NEW EMPLOYEES CORRECTLY?

Recruiting the right employee is only the beginning.

You’ve advertised the vacancy, reviewed applications, interviewed candidates and offered someone the position.

But what happens when they walk through your door on their first day?

Do they receive a structured induction?

Do they understand their responsibilities and your expectations?

Are performance objectives agreed and documented?

Does their manager hold regular probationary reviews?

And, most importantly, could you demonstrate that the employee was managed fairly if a problem arose?

At Consensus HR, we regularly encounter businesses where managers have failed to document important conversations, performance concerns or training requirements.

Often, problems are only addressed when the probationary period is nearly finished.

By then, valuable opportunities to resolve concerns may have been lost.

That’s why we’ve developed our new Complete Employee Induction & Six-Month Probationary Review Workbook.

One practical, professional and fully editable document designed to support employers and employees throughout the crucial first six months of employment.

⚖️ IMPORTANT EMPLOYMENT LAW CHANGES – JANUARY 2027

WHY THE FIRST SIX MONTHS WILL BECOME EVEN MORE IMPORTANT

The Employment Rights Act 2025 introduces significant changes to UK employment law.

From 1 January 2027, the qualifying period for ordinary unfair dismissal protection is scheduled to reduce from two years to six months.

This means that employers will have a shorter period before employees generally qualify for ordinary unfair dismissal protection.

Employees with six months’ qualifying service on the commencement date will also be affected.

The changes reinforce the importance of effective induction, regular performance reviews and clear documentation.

WHAT DOES THIS MEAN FOR EMPLOYERS?

Employers should ensure that:

✅ Employees understand their responsibilities from day one.

✅ Performance expectations are clearly communicated.

✅ Regular probationary reviews take place.

✅ Managers provide appropriate training and support.

✅ Performance concerns are addressed promptly.

✅ SMART objectives are agreed and monitored.

✅ Employee feedback is recorded.

✅ Decisions are supported by clear documentation.

Remember: A probationary period does not remove an employee’s statutory employment rights.

Employees already have certain protections from the beginning of employment, including protection against discrimination and automatically unfair dismissal.

A well-managed probationary process can help employers make informed decisions and demonstrate that they have acted reasonably.

📘 INTRODUCING OUR COMPLETE EMPLOYEE INDUCTION & SIX-MONTH PROBATIONARY REVIEW WORKBOOK

ONE DOCUMENT – EVERYTHING YOUR MANAGERS NEED!

We’ve developed a comprehensive, professionally designed Microsoft Word workbook that brings together employee induction, performance management and probationary reviews.

Rather than relying on separate forms, handwritten notes or managers remembering when to arrange meetings, the workbook provides a structured approach.

It is designed to be completed electronically, with dedicated areas for entering information, recording discussions and confirming agreed actions.

WHAT’S INCLUDED?

✅ 1. COMPLETE EMPLOYEE INDUCTION

Start the employment relationship professionally.

The induction section includes:

• Employee and company information.

• Job responsibilities and expectations.

• Employment documentation and joining arrangements.

• Health and safety requirements.

• Fire and emergency procedures.

• Equality, diversity and workplace conduct.

• Company policies and procedures.

• Confidentiality and data protection.

• Training requirements.

• Induction completion records.

THE BENEFIT: Employees understand their responsibilities, while managers have a clear record of the information and training provided.

✅ 2. STRUCTURED PROBATIONARY REVIEWS

Our workbook includes a planned review process covering the employee’s first six months.

WEEK ONE – INITIAL REVIEW

Check how the employee is settling in, confirm their understanding of the role and identify any immediate support requirements.

WEEK TWO – EARLY PROGRESS REVIEW

Discuss initial performance, answer questions and address any early concerns.

MONTH ONE – FIRST FORMAL REVIEW

Review performance, attendance, communication, teamwork and progress against objectives.

MONTH TWO – DEVELOPMENT REVIEW

Assess progress, identify additional training requirements and agree any necessary improvements.

MONTH THREE – INTERIM PROBATIONARY REVIEW

Review overall performance, achievements, concerns and development needs.

MONTH FOUR – PERFORMANCE REVIEW

Continue monitoring progress, provide feedback and record agreed actions.

MONTH FIVE – PRE-FINAL REVIEW

Assess whether the employee is meeting the required standards and identify any outstanding concerns.

MONTH SIX – FINAL PROBATIONARY REVIEW

Record the employee’s overall performance, feedback, development requirements and final probationary outcome.

THE BENEFIT: Managers follow a consistent review process instead of leaving important discussions until the end of probation.

✅ 3. SMART OBJECTIVES AND PERFORMANCE MANAGEMENT

The workbook provides dedicated areas for recording:

• Specific performance objectives.

• Measurable standards.

• Agreed deadlines.

• Training and support.

• Progress against objectives.

• Areas requiring improvement.

THE BENEFIT: Employees understand what success looks like, and managers can assess performance against agreed expectations.

✅ 4. EMPLOYEE FEEDBACK AND COMMUNICATION

A probationary review should be a two-way discussion.

Employees need opportunities to explain how they are settling in, raise concerns and identify support they require.

Our workbook provides space to record employee comments throughout the process.

THE BENEFIT: Better communication, improved employee engagement and opportunities to resolve misunderstandings early.

✅ 5. SUPPORTING EMPLOYEES WHO ARE STRUGGLING

Not every new employee settles into their role immediately.

Sometimes additional training, coaching, clarification or reasonable adjustments may be required.

The workbook helps managers record:

• Performance concerns.

• Supporting examples.

• Training provided.

• Agreed improvement objectives.

• Additional support.

• Review dates.

• Progress made.

THE BENEFIT: Managers can demonstrate the steps taken to support employees and address concerns appropriately.

✅ 6. FINAL PROBATIONARY REVIEW AND SIGN-OFF

The workbook concludes with a formal review and sign-off section.

This includes:

• Overall performance assessment.

• Employee comments.

• Manager’s feedback.

• Final probationary outcome.

• Outstanding development requirements.

• Agreed next steps.

• Employee and manager signatures.

THE BENEFIT: A clear and organised record of the probationary process and the decisions made.

Any decision to extend probation or terminate employment must still be considered carefully in accordance with the employee’s contract and applicable employment law.

💷 HOW MUCH DOES IT COST?

⭐ EXCLUSIVE PRICE FOR CONSENSUS HR RETAINED CLIENTS

JUST £199

ONE-OFF PAYMENT!

As a valued retained client, you receive a £200 saving on the standard purchase price.

There is no monthly subscription for the workbook.

You receive a professionally structured, editable document that can be adapted for your business and used as part of your employee induction and probationary management process.

⭐ STANDARD PRICE FOR ALL OTHER BUSINESSES

£399

ONE-OFF PAYMENT!

Businesses that do not have a retained HR agreement with Consensus HR can purchase the same comprehensive workbook for £399.

Both prices relate to the workbook product. Any additional consultancy, implementation or bespoke documentation services will be quoted separately where required.

💡 WHY IS THIS A WORTHWHILE INVESTMENT?

Consider this situation.

A new employee joins your business.

Three months later, their manager is unhappy with their performance.

However, there are no documented objectives, no formal reviews and no clear evidence of what training or support was provided.

By the time the business seeks HR advice, the employee is approaching the end of their probationary period.

Now imagine the same situation with a structured induction and probationary review process.

The employee’s responsibilities were explained.

Objectives were agreed.

Reviews took place.

Concerns were documented.

Support was provided.

Progress was monitored.

Which business is better placed to make a fair, informed and defensible employment decision?

A structured process cannot guarantee that disputes will never arise, but it can help reduce avoidable problems and provide important evidence of how an employee has been managed.

OUR WORKBOOK HELPS YOUR BUSINESS:

✅ SAVE TIME – Managers have a ready-made framework.

✅ IMPROVE CONSISTENCY – Every new employee follows a structured process.

✅ IDENTIFY PROBLEMS EARLIER – Regular reviews help prevent concerns being overlooked.

✅ IMPROVE PERFORMANCE – Employees receive clear expectations and constructive feedback.

✅ SUPPORT RETENTION – A positive induction can help employees settle into their roles.

✅ IMPROVE RECORD-KEEPING – Important discussions and decisions are documented.

✅ SUPPORT FAIR MANAGEMENT – Managers can demonstrate the actions they have taken.

✅ PREPARE FOR 2027 – Your business can strengthen its approach ahead of the forthcoming unfair dismissal changes.

💬 MATTHEW CHILCOTT – OWNER OF CONSENSUS HR COMMENTS

“One of the most common problems I encounter when supporting businesses is a lack of documentation during an employee’s probationary period.

“Managers often tell me that an employee has not met expectations, but when I ask to see the induction records, agreed objectives and probationary reviews, there is very little evidence available.

“With the changes to unfair dismissal protection approaching in January 2027, employers need to be proactive rather than reactive.

“The first six months should involve clear expectations, regular conversations, appropriate support and documented reviews.

“That’s why we’ve developed this complete Employee Induction & Six-Month Probationary Review Workbook.

“It provides managers with a practical structure to follow and helps employees understand what is expected of them.

“We’re particularly pleased to offer the workbook to our retained clients for just £199, compared with the standard price of £399.

“My advice is simple: don’t wait until there is a problem before putting the right procedures in place.

“Good people management begins on day one.”

Matthew Chilcott FCIPD, ACEL, BA (Hons)
Owner – Consensus HR & Employment Law

⭐ ANOTHER BENEFIT OF BEING A CONSENSUS HR RETAINED CLIENT!

As a retained client, you already benefit from ongoing HR and Employment Law advice and support under your agreement.

The workbook complements that service by providing a practical framework for your managers.

When questions arise, Consensus HR can support you with matters such as:

• Managing probationary reviews.

• Setting performance objectives.

• Addressing performance concerns.

• Managing sickness absence.

• Considering reasonable adjustments.

• Handling unsuccessful probationary periods.

• Understanding employment law changes.

IMPORTANT: Where your retained agreement includes Employment Tribunal insurance, you must seek the required advice before taking employment action to comply with the scheme’s conditions.

The workbook is a management tool and does not replace individual HR or legal advice.

🏆 WHY CHOOSE CONSENSUS HR?

MULTI-AWARD-WINNING HR & EMPLOYMENT LAW SUPPORT

Established in January 2011, Consensus HR has been supporting businesses with practical HR and Employment Law advice for more than 15 years.

We work with small and medium-sized businesses across Hertfordshire, Bedfordshire and Cambridgeshire.

Our approach is straightforward.

We help business owners and managers understand their responsibilities, manage employees effectively and prevent avoidable workplace problems.

We are proud to have received multiple awards recognising our HR consultancy services and commitment to supporting businesses.

Our philosophy has always been:

“Helping companies take the pain out of managing people whilst preventing people problems.”

PROACTIVE RATHER THAN REACTIVE!

🚨 DON’T WAIT UNTIL THERE IS A PROBLEM!

GET YOUR BUSINESS READY NOW!

Ask yourself:

If a new employee challenged how their probationary period had been managed, could your business produce clear records of their induction, objectives, training, performance reviews and support?

If the answer is no, now is the time to improve your procedures.

COMPLETE EMPLOYEE INDUCTION & SIX-MONTH PROBATIONARY REVIEW WORKBOOK

⭐ RETAINED CLIENTS – £199

⭐ ALL OTHER BUSINESSES – £399

ONE-OFF PAYMENT – NO MONTHLY SUBSCRIPTION!

Retained clients save £200!

One complete, editable Microsoft Word workbook designed to help your business manage new employees professionally from day one.

📞 ORDER YOUR WORKBOOK TODAY!

Contact Consensus HR to purchase your Complete Employee Induction & Six-Month Probationary Review Workbook.

Telephone: 01438 576750

Email: [email protected]

Website: www.consensushr.com

When contacting us, simply mention the Employee Induction & Probationary Review Workbook.

We will confirm the appropriate price and provide details of how to purchase.

THE FIRST SIX MONTHS MATTER – MAKE EVERY DAY COUNT!

Consensus HR & Employment Law

Your Outsourced HR & Employment Law Support.

Hertfordshire | Bedfordshire | Cambridgeshire

Helping companies take the pain out of managing people whilst preventing people problems.

Important information: This workbook is designed to support good HR management practice and must be adapted to the employer’s circumstances, contracts, policies and workplace requirements. It does not guarantee compliance or prevent employment claims. Employers should obtain appropriate advice before making decisions affecting employment.

Employment law information reflects the announced reforms and anticipated implementation timetable as at November 2026. Employers should check the latest official guidance before relying on future commencement dates.