Think work are trying to screw me

My understanding of a probation period is that once you have had the end of probation period meeting/paper work and they have informed you that you have passed your probation thats it - your probation is over and as far as I know you can't then place someone back into a probation period.

My assistant is in her probation and as far as I am aware as soon as her last meeting takes place with me and I am happy to sign off all of her objectives, thats it, the point of no return.

The only way that I could essentially give her another period of 'review' is to issue her with a warning and then put some objectives together for her to meet within a period of time.

What Croyde said. And yes, it does sound like they're trying to screw you. I'm not the best person to advise though - hang in there, there are lots of HR experts about who'll help.

If your probationary period has already ended they can't extend it - only thing they could do would be go down the performance management route if they really think there is a problem. I'm not at work now but we recently had an employment law alert about ensuring probationary reviews are done in time as they can be deemed to have lapsed when they come to the end with or without a meeting - therefore someone becomes permanent with or without a probationary meeting.

Can't remember the case unfortunately - will try to Google

? Hope you're OK

I was thinking this, but there would need to be some informal chats first before going to a review rather than having no warning of it what so ever.

At our work they do say that if you have a new manager at thye time you are due to finish the probabtion period they can extend your probabtionery period, but they really should have told you that earlier than this.

This is the first time that Hitched has actually made me cry (for the right reasons). Thanks for that info BabyBuns.

* I didn't have an 'end of probationary period' meeting, as the week I finished was the same week my line manager started his job. The only thing I have is an email from our Head Office, confirming the date that my probationary period finished. (Mid Sept)

* I wouldn't be surprised if they wanted to go down the 'performance management' route, which is fine. There are problems that need resolving. However, we were supposed to have appraisals done by the end of October - which would have been a good opportunity to bring up any issues. However, new line manager chose not to do them.

I've just had a phonecall from my best mate - who's boyfriend is a solicitor specialising in employment law. They're coming round later this evening.

? to everybody - you're all wonderful. (Even those who don't understand the big words!) It's just so wonderful knowing that there's somebody there. Thank you.

I can't add anything sorry Orly Bird but that doesn't sound right, hope your friend can help. Are you in a union at all? Hope it works out xxxx

Nope - no union, unfortunately. (I don't even know which one I'd join.) Even more interestingly - "a meeting will be arranged within the next month" So, not a pressing concern, then ?

I'm a bit late to this but from what I know (or remember, it's been a while since I've had a probationary period question and I work from the employer's POV) I would usually check the contract to see what it said in terms of the ending of the period - if it said something like, the period ends after 3 months, the successful completion of which will be confirmed to you in writing - and you did not receive it in writing after 4 months there would be a potential for argument that the period was not yet over and it was being extended. However I see you got an email from someone to confirm it was over - is that right? If so, it would be very difficult for them to back track on this even if it stated something like the above in the contract you have.

I know, however, that some employers will chance their arm at trying to back track and put someone back into their probationary period/pretend to be oblivious to the fact the period has ended in the hope the employee won't pick up on it. Perhaps that is what has happened here, but if so, I would be seriously questioning why they were wanting to do so.

I hope your friend can help.

I presume you're still within the first year of your employment? If so then I'm afraid they can sack you if they don't want you there without you having any recourse to unfair dismissal proceedings (presuming there is no sex/race/disability discrimination which doesn't seem the case).