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"Passing a probation period never guarantees employment at the end unless you have been given a formal letter usually by a manager to confirm you have passed to a satisfactory level/standard. Then a contract with the working hours offered if you accept the job. The fact you have been removed from all working rotas may unfortunately confirm no further employment is going to be offered. Legally the company have every right to not take employment further. With regards to the money you are owed, if its a large company contact their Head Office / HR department to take the issue forward. If it's not, and its a small company then I'd personally go back to where you worked and ask for what you are owed. Being blocked doesn't come across well , or that they will bother with you much further. If the above doesn't work then I'd seek the help of Citizens Advice. " Passing probationary period doesn't mean a new contact is issued. It just means you've kept to the arrangements of the contract, and that contract required a probationary period. Whilst usually a letter, maybe a manager meeting is held saying you've passed it, it doesn't necessitate a new contact as all paperwork would have been agreed at starting. You signed up to x amount of hours and have completed them, I wouldn't get in a fuss about it, just call in and ask what is happening. You'll likely be paid on time. I've just skimmed ACAS, I think they should give you a weeks notice as you've worked there a month, if it came to it - you'll at have accrued holidays. They may have just taken you off the chat beginning regular hours, who known | |||
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"Citizens advice or ACAS. This is reprehensible behaviour" Agreed. … you have 13 weeks to gain a contract after your probation period or even that by mutual consent can be extended. In some instances the contact could be “ implied” However owed money is shameful I guess you’re not in a union ? As above seek citizen advice first but as soon as possible | |||
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"Passing a probation period never guarantees employment at the end unless you have been given a formal letter usually by a manager to confirm you have passed to a satisfactory level/standard. Then a contract with the working hours offered if you accept the job. The fact you have been removed from all working rotas may unfortunately confirm no further employment is going to be offered. Legally the company have every right to not take employment further. With regards to the money you are owed, if its a large company contact their Head Office / HR department to take the issue forward. If it's not, and its a small company then I'd personally go back to where you worked and ask for what you are owed. Being blocked doesn't come across well , or that they will bother with you much further. If the above doesn't work then I'd seek the help of Citizens Advice. Passing probationary period doesn't mean a new contact is issued. It just means you've kept to the arrangements of the contract, and that contract required a probationary period. Whilst usually a letter, maybe a manager meeting is held saying you've passed it, it doesn't necessitate a new contact as all paperwork would have been agreed at starting. You signed up to x amount of hours and have completed them, I wouldn't get in a fuss about it, just call in and ask what is happening. You'll likely be paid on time. I've just skimmed ACAS, I think they should give you a weeks notice as you've worked there a month, if it came to it - you'll at have accrued holidays. They may have just taken you off the chat beginning regular hours, who known " You've misread what I said. I did say that unless a new contract is offered it doesn't guarantee employment 🤔 | |||
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"Long story short …had a hotel job 3 months , contract of 32 hours a week, just passed probation period …then all of sudden taken off rota the past two weeks with no work given since. Been blocked on what’s app by my manager , another manger said they will email me …had no explanation or communication from anybody ! Owed over a grand in pay from 3 weeks of September shifts , still no payslip via email /app ! Advice on what to come payday Monday 7th….take legal action or citizens advice bureau ?? " So you've not had a conversation with anyone regarding this its within employers rights to offer a probationary period but they have to pay you for the probationary period unless you've done something that breaches the rules of your employment but still they should talk to you about it ,HR involved? | |||
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"Update : they paid what they owed but still no communication, so I’m done with them …got a job offer up north so considering a move . Funny enough I saw the same hotel advertising a reception manager job , I’m assuming the current one is leaving or left aswell loooool … what **** hole !! " Did ya take Stan wiv ya to hold ya coat? | |||
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"Mate you won’t get anywhere going to see someone them sort of people are just as bad.Lazy bastards that say they’ll look into it bell you up 2 weeks later and say there’s nothing they can do.Them managers of yours sound like a couple of keyboard cowards.Honestly pay em a visit one at a time.Your a big geeza go an rough the pair of em up a bit I bet you get ya dough wiv out a doubt..I’ll come wiv ya" Stan the man . | |||
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"Do not repeat DO NOT go and ‘make a scene’. You will provide the basis of a dismissal. As it stands there are 2 issues: Wrongful dismissal. If they have ended your job and not followed the correct procedure to notify you. Frustration of contract. You have not been dismissed but have not been given the paid hours in your contract. Both are relatively easy to establish. Contact ACAS - you can do it online. - with details of ye matter and a cot if your contract. They will then context your employer. Do not now context your employer let ACAD do that for you. Good luck 🤞 👍" Agreed but if they at the outset said it was a 3 month trial surely that's enough as long as they pay him for time that he's worked then that should be sufficient, if they haven't then theirs something wrong and they need to be taken to task .The problem with taking employers to tribunals is it's very time consuming and can be costly. OP good luck with getting your money . | |||
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"Do not repeat DO NOT go and ‘make a scene’. You will provide the basis of a dismissal. As it stands there are 2 issues: Wrongful dismissal. If they have ended your job and not followed the correct procedure to notify you. Frustration of contract. You have not been dismissed but have not been given the paid hours in your contract. Both are relatively easy to establish. Contact ACAS - you can do it online. - with details of ye matter and a cot if your contract. They will then context your employer. Do not now context your employer let ACAD do that for you. Good luck 🤞 👍Agreed but if they at the outset said it was a 3 month trial surely that's enough as long as they pay him for time that he's worked then that should be sufficient, if they haven't then theirs something wrong and they need to be taken to task .The problem with taking employers to tribunals is it's very time consuming and can be costly. OP good luck with getting your money ." A trial or probation period does not automatically end the contract so reaching the probation end doesn’t need a new contract / doesn’t end the existing contract (otherwise it would be a fixed term contract which cannot be probationary for its entire duration. This won’t get to a tribunal anyway. The employer would be insane to let it get there if there is a clear breach both of explicit context and implicit custom and practice. They’ve lost before they get there. Being contacted by ACAS will be enough. It tells the employer this is serious. | |||
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"Do not repeat DO NOT go and ‘make a scene’. You will provide the basis of a dismissal. As it stands there are 2 issues: Wrongful dismissal. If they have ended your job and not followed the correct procedure to notify you. Frustration of contract. You have not been dismissed but have not been given the paid hours in your contract. Both are relatively easy to establish. Contact ACAS - you can do it online. - with details of ye matter and a cot if your contract. They will then context your employer. Do not now context your employer let ACAD do that for you. Good luck 🤞 👍Agreed but if they at the outset said it was a 3 month trial surely that's enough as long as they pay him for time that he's worked then that should be sufficient, if they haven't then theirs something wrong and they need to be taken to task .The problem with taking employers to tribunals is it's very time consuming and can be costly. OP good luck with getting your money . A trial or probation period does not automatically end the contract so reaching the probation end doesn’t need a new contract / doesn’t end the existing contract (otherwise it would be a fixed term contract which cannot be probationary for its entire duration. This won’t get to a tribunal anyway. The employer would be insane to let it get there if there is a clear breach both of explicit context and implicit custom and practice. They’ve lost before they get there. Being contacted by ACAS will be enough. It tells the employer this is serious. " Agreed but if the company states that at the beginning then ,AI Overview +6 Yes, it is legal to terminate an employee's employment during their probationary period in the UK. However, there are certain things to consider when doing so: Check your contract Your contract will specify the terms of your probationary period, including when you can be dismissed and how much notice you are entitled to. Be fair and transparent Approach the process with fairness and empathy, and be transparent about your decision. Give the employee a chance to improve Before dismissing an employee, you should usually give them a chance to improve by raising concerns with them and inviting them to a probation review meeting. Follow the law Don't base your dismissal on discriminatory grounds, such as age, race, gender, or disability. Allow the employee to appeal If the employee thinks the decision is unfair, they have the right to appeal. " | |||
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"Do not repeat DO NOT go and ‘make a scene’. You will provide the basis of a dismissal. As it stands there are 2 issues: Wrongful dismissal. If they have ended your job and not followed the correct procedure to notify you. Frustration of contract. You have not been dismissed but have not been given the paid hours in your contract. Both are relatively easy to establish. Contact ACAS - you can do it online. - with details of ye matter and a cot if your contract. They will then context your employer. Do not now context your employer let ACAD do that for you. Good luck 🤞 👍Agreed but if they at the outset said it was a 3 month trial surely that's enough as long as they pay him for time that he's worked then that should be sufficient, if they haven't then theirs something wrong and they need to be taken to task .The problem with taking employers to tribunals is it's very time consuming and can be costly. OP good luck with getting your money . A trial or probation period does not automatically end the contract so reaching the probation end doesn’t need a new contract / doesn’t end the existing contract (otherwise it would be a fixed term contract which cannot be probationary for its entire duration. This won’t get to a tribunal anyway. The employer would be insane to let it get there if there is a clear breach both of explicit context and implicit custom and practice. They’ve lost before they get there. Being contacted by ACAS will be enough. It tells the employer this is serious. Agreed but if the company states that at the beginning then ,AI Overview +6 Yes, it is legal to terminate an employee's employment during their probationary period in the UK. However, there are certain things to consider when doing so: Check your contract Your contract will specify the terms of your probationary period, including when you can be dismissed and how much notice you are entitled to. Be fair and transparent Approach the process with fairness and empathy, and be transparent about your decision. Give the employee a chance to improve Before dismissing an employee, you should usually give them a chance to improve by raising concerns with them and inviting them to a probation review meeting. Follow the law Don't base your dismissal on discriminatory grounds, such as age, race, gender, or disability. Allow the employee to appeal If the employee thinks the decision is unfair, they have the right to appeal. " " I took this extract from Google. | |||
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