Leah is a Solicitor, practising as part of the firm’s Employment team. Having trained with RDJ, she has gained experience across the firm’s main practice areas including litigation & dispute resolution and corporate & commercial before specialising in employment law. Leah has already demonstrated a strong commitment to advocating for employers and navigating the complexities of the employment law landscape with insight.
Leah advises employers across various sectors, on both contentious and non-contentious aspects of employment law. Leah regularly reviews contracts of employment, company handbooks, policies and procedures and tailors them to meet the specific needs of RDJ clients. Leah has experience in the defence of claims before the Workplace Relations Commission, the Labour Court and the Courts. Leah is a contributor to Legal Island and regularly publishes RDJ Insights on employment law issues.
A probationary period is a defined period typically included in contracts of employment, during which an employee’s performance and suitability for the role are assessed before they are confirmed as a permanent employee. Although probation is not itself a statutory concept, employment legislation places certain parameters and constraints on the duration of probation periods.
New hires are commonly subject to a probationary period on commencing employment, giving both employer and employee the opportunity to determine whether they are a good fit. In this article we answer common questions on how to handle probation periods, including how they should be managed and how to approach terminating the employment relationship during or at the end of probation.
How long should a probation
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