For employees who are promoted, the general principles outlined in the main article (below) should be followed, with the major difference being the outcome for failing the probation period.

The employer should make it clear, either verbally or in writing, what the consequence(s) of failing the probation period are prior to the employee accepting the promotion, for example (not an exhaustive list):

• The employee is demoted to their former job/role, with their former terms and conditions.
• The employee is demoted to a similar job/role, with similar terms and conditions.
• The employee is given notice to terminate their employment.
• The employee gives their notice to terminate their employment.

Employees should be aware whether they face demotion or dismissal for failing their probation period. Employees who have worked for the employer for two or more years will be in a better position to launch a potential claim for unfair dismissal.

You can find out more about probation periods here.