Are references a thing of the past?
We’ve been asked by a few clients recently if it’s still worth requesting references for their new starters.
Our advice is – yes. It’s always worth asking for as much information as you can to get an insight into a person and hopefully the reassurance that you’ve recruited the right person. The reference information Mint requests on behalf of clients includes feedback on both aptitude and character. We believe if you don’t ask you definitely won’t get.
The minimum information an employer must provide is start and end dates and job title. These days, many companies provide just this. This doesn’t mean you should be worried that the individual isn’t up to scratch – it is normally just the particular company’s policy.
In fact, our advice to clients for providing references for those who are moving onto pastures new is to keep it simple. Only provide the minimal factual information.
You don’t want to get into arguments with those moving on about how you’ve stopped all possibility of them getting another job. Or even worse, be sued for defamation of character if the information you provide isn’t all glowing. They may not have been right in your business – but that does not mean they won’t work out in a job elsewhere.
Probationary periods – the low down
Probationary periods are super important for both employers and employees. They offer a chance to assess suitability for a role and evaluate an employee’s performance, skills and fit.
As the new Employment Rights Bills is pushing for employee protection to be a Day 1 right, this really will emphasise the importance of probations and probation period lengths. So, we suggest putting good practice into play now including regular check-ins, training and raising concerns early. We will be contacting clients later in the year to discuss increasing your current probation lengths.
If you’re using a Mint contract, it will state that probation is only passed when confirmed in writing. If your contract says this – make sure you do it otherwise it leads to ambiguity – ideally do this after a scheduled meeting to give/receive feedback. In the letter, include any contractual changes that will kick in such as longer notice periods and company benefits and end with a nice, personalised comment to ensure they feel valued.
If you’re not fully confident in their performance as you come to towards the end of their probationary period, you can extend probation and this must be confirmed in writing, too.
If it’s absolutely clear the employee isn’t right for you – termination is less risky during probation and notice periods are shorter – so make sure you act quick.
Mint HR diarise and support end of probations for clients. If want to discuss the probation process for your business, please contact tracy@mint-hr.com.
Neurodiversity at work
An estimated 1 in 7 UK adults are neurodivergent, meaning they experience differences in how their brain functions, learns, and processes information.
Neurodiversity encompasses a range of conditions, including Autism, ADHD, dyslexia, and dyspraxia.
ACAS have released a new code which is really useful in managing anyone with neuro diverse needs – we thought it would be useful to share https://www.acas.org.uk/neurodiversity-at-work
