Probation lasts six months and may be extended if we feel more time would be helpful. This period exists to make sure the role feels right for both sides and that expectations are clear. Any clothing allowance will be withheld until probation has been completed. If we decide an extension is needed, this will be discussed openly and confirmed in writing so everyone understands what is happening and why.
Every January we hold annual reviews for all staff. These are a chance to talk honestly about development, feedback and future plans. Reviews are not designed to catch people out. They are there to reflect on the year, recognise strengths and improvements, and look at what support or adjustments might help going forward. We encourage people to bring their own thoughts, ideas and questions so the conversation is two-way.
Performance conversations happen throughout the year, not just at review time. We want people to feel comfortable asking for clarity, raising concerns or requesting support early rather than waiting until something becomes stressful. Growth usually happens through a mix of feedback, communication and shared understanding rather than pressure or formal instruction.
We value progress over perfection. Mistakes are part of learning, and performance discussions are there to encourage improvement, not criticise or punish.
We aim to resolve issues through conversation, clarity and support. Most problems are easier to sort when they’re raised early and talked through calmly. If concerns continue or become disruptive, we may move into a more formal process. The intention is to help things improve rather than punish or intimidate anyone, but there does need to be a clear structure so issues can be managed fairly for the team and the business.
If formal disciplinary action is needed, the process will usually follow these steps:
Verbal Warning
Used to make expectations clear and outline what needs to change. This is recorded informally so there is shared understanding moving forward.
Written Warning
Issued if there is no meaningful improvement or if the issue reoccurs. This sets out the concerns in writing and outlines expectations going forward.
Dismissal
Considered if behaviour or performance does not improve following a written warning, or if the issue remains serious and ongoing.
Certain types of behaviour may be considered gross misconduct and may result in dismissal without prior warnings. Examples include theft, violence or serious safety breaches, etc. Any such decision would follow an investigation to ensure fairness.
We encourage staff to communicate early if they feel they are struggling or unsure of expectations so support can be offered before things reach formal stages.