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Trial period :
An employer can use a trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work.
Probation period :
New employees will normally be given a probation period to work through before they are fully integrated into a company. But employers need to ensure they correctly set out their probationary periods and properly manage them.

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- trial period: a period of time during which someone or something is tested
- probationary period: are defined periods of time wherein employees are exempt from certain contractual terms, most importantly the notice period required for termination.

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Trial period :
A trial period can only happen if you and your employer agree
A trial period can be for any period of agreed time, as long as it is not longer than 90 days.
Probationary periods

“Probationary periods are most useful to assess whether an existing employee is suitable for a new role and responsibilities

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Trial periods can only be used for up to 90 days. A probationary period is not limited to 90 days, so it could potentially be used for a longer assessment period, if agreed and reasonable

Trial periods
An employer with 19 or fewer employees can use a trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work.

Probationary periods
Can be used to find out if an employee can do a new job or for employees who are changing jobs with the same employer. Probationary periods must be in the employment agreement.

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Trial periods can only be used for up to 90 days while  probationary period is not limited to 90 days. However, in the UK, trial period and probationary have the same meaning. The employee is employed subject to satisfactory completion of this trial period, which is quite useful methods for employers

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Trial periods are a very powerful restriction on an employee’s rights. If a trial period is properly implemented and applied, then an employee cannot raise a personal grievance for unjustified dismissal.

For that reason trial clauses have been strictly interpreted by the courts.

A trial period:

must be in writing;

must be signed before an employee starts work on their first day of employment (signing five minutes after starting work isn’t good enough);

can only be used for new employees; and

cannot be for longer than 90 days.

Probationary periods are not as powerful. They do not prevent an employee from raising a personal grievance for unjustified dismissal, and an employer must still follow a fair process before making a decision to dismiss under a probationary period.

# data[].attributes.body
Trial period

An employer with 19 or fewer employees can use a trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work

Probationary periods

Can be used to find out if an employee can do a new job or for employees who are changing jobs with the same employer. Probationary periods must be in the employment agreement.

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trial period: the time that someone tries a job
probationary period: someone is on probation

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Trial periods are a very powerful restriction on an employee’s rights. If a trial period is properly implemented and applied, then an employee cannot raise a personal grievance for unjustified dismissal.

For that reason trial clauses have been strictly interpreted by the courts.

A trial period:

must be in writing;

must be signed before an employee starts work on their first day of employment (signing five minutes after starting work isn’t good enough);

can only be used for new employees; and

cannot be for longer than 90 days.

Notice of termination under a trial period must also be given strictly in accordance with the terms of the employment agreement.

If these requirements aren’t met the trial period won’t be effective, meaning the dismissed employee will almost certainly have a valid personal grievance.

On the other hand, probationary periods are not as powerful. They do not prevent an employee from raising a personal grievance for unjustified dismissal, and an employer must still follow a fair process before making a decision to dismiss under a probationary period.

That means an employer will still need to put an employee on notice if there are concerns about performance and give the employee a real opportunity to respond to those concerns / demonstrate improvement over an appropriate period of time.

The courts have said though that an employee employed on a probationary period should be aware that they are being watched closely and their suitability for ongoing employment assessed. An employer therefore has slightly fewer hoops to jump through to decide an employee is not suitable, and can reach that decision more quickly than would normally be the case.

There are some benefits to a probationary period over a trial period. Probationary periods are not limited to just new employees. A probation period can also be extended (including beyond 90 days), if that is provided for in the employment agreement. This greater flexibility can be useful, for example where a previous employee is returning after an extended period away.

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Trial periods can only be used for up to 90 days. A probationary period is not limited to 90 days
A trial period is a special 90 day period when an employer is allowed to dismiss the employee without the employee being able to raise a personal grievance for unjustified dismissal.
An employer with 20 or more employees, who wants a period of assessment for a new employee (or an employee changing to a new job for the same employer), can use a probation period.

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A trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work.
Probationary period can be used to find out if an employee can do a new job or for employees who are changing jobs with the same employer, not limited to 90 days.

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Trial period :
•can only be used for new employees
•can only be used for up to 90 days
•can’t bring a personal grievance for unjustified dismissal at the end of a trial period
Probation period
•can be used if the employee already works for the employer but wants to try a new role
•not be limited to 90 days
•can bring a personal grievance for unjustified dismissal in relation to a probationary period

# data[].attributes.body
-Trial periods can only be used for up to 90 days, must be in writing, must be signed before an employee starts work on their first day of employment (signing five minutes after starting work isn’t good enough and can only be used for new employees

-probationary period is not limited to 90 days, so it could potentially be used for a longer assessment period, if agreed and reasonable

# data[].attributes.body
Trial periods can only be used for up to 90 days. A probationary period is not limited to 90 days, so it could potentially be used for a longer assessment period, if agreed and reasonable

Trial periods
An employer with 19 or fewer employees can use a trial period for up to 90 days as long as this is agreed in the written employment agreement before the employee starts work.

Probationary periods
Can be used to find out if an employee can do a new job or for employees who are changing jobs with the same employer. Probationary periods must be in the employment agreement.