Welcome to the July edition of Forrest Scene
- Sophie Forrest
- 2 days ago
- 3 min read
From July, employers should be reviewing how they manage recruitment, onboarding and probation periods ahead of expected changes to unfair dismissal rights in January.
The qualifying period for unfair dismissal is expected to reduce from two years to six months, meaning businesses will need to be more confident in their hiring decisions and how they manage new employees during those first few months.
For many employers, a three-month probation period will still be appropriate. However, if your contracts currently include a six-month probation period, now is a sensible time to review this.
A practical approach may be to use a three-month probation period, with the option to extend by a further two months if needed. This gives employers time to assess performance, provide support and make a fair, informed decision.
The recruitment process itself is also becoming more important. Clear shortlisting criteria, structured interviews, appropriate checks and regular probation reviews can all help reduce risk.
Probation should not be treated as a formality. It should be a structured part of the employee journey, supported by clear documentation and honest conversations.
With the qualifying period for unfair dismissal expected to reduce, now is the time to start thinking about effective appraisals.
A well-structured appraisal process can help managers review performance, set clear objectives and have honest conversations with employees before issues become more difficult to manage.
Our Effective Appraisals course will help you understand:
• The benefits of appraisals
• How appraisals fit into the performance management process
• How to prepare for and conduct an appraisal
• How to give and receive feedback
• How to review and set objectives
• Where development and training fit into the process
Click the button below to find out more.
Are your processes ready for October? From October, Right to Work compliance is expected to bring a wider range of working arrangements into scope.
If your business uses contractors, temporary workers, casual workers or other non-standard working arrangements, now is the time to review your processes.
The changes could mean greater responsibility for checking and evidencing that individuals have the right to work in the UK.
Businesses should review their onboarding processes, contractor agreements and record keeping making sure they are clear on:
• who needs to be checked
• when checks are completed
• how evidence is recorded and stored
• whether contractor and temporary worker arrangements are properly documented
Right to Work checks should not be treated as a tick-box exercise. Clear processes, accurate records and consistent checks will be essential for reducing risk and staying compliant.
Health & Safety breaches can have devastating consequences. A recent HSE case saw a company fined £400,000 after a maintenance worker was fatally injured while attempting to repair an industrial overhead door.
The investigation found that the employee had not received suitable training to carry out high-risk repair work. The company had also failed to adequately maintain the electrically operated sectional overhead doors at the site, despite two previous incidents involving failing doors.
This tragic case is a stark reminder that Health & Safety is not just a legal obligation — it is essential to protecting people.
At Forrest Group, we support organisations with practical Health & Safety advice, audits and risk assessments to help identify gaps, reduce risk and create safer workplaces.
If your business needs Health & Safety support, please get in touch with our team.
In this month’s Tunbridge Wells Business Magazine, our CEO, Sophie Forrest-Lavery, explains how to manage probation periods effectively and why they should be a structured part of the employee journey.
Read more in this month’s Tunbridge Wells Business Magazine.
Last week, our CEO, Sophie, had the pleasure of attending the Commercial Interiors UK Summer Party in London aboard the DriftWoods River Yacht on the River Thames, following a kind invitation from Simon Branston at Humanscale.
It was a fantastic event!
Thank you to Simon and everyone involved in organising such an enjoyable evening.
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