Probation Dismissal

jam1991

Not really sure if anything can be done with regards to my partners job situation but here goes...

She works in Childcare within a Nursery.
Current role was Team Leader in charge of several staff with additional responsibilities.
She started the role in late April, normal day to day service had resumed from her previous employer.

Rumours circulated that the company maybe looking to adjust/make changes to it's services and open offices.

Late July an incident occured in which a subordinate broke procedure (in my partner's absent attending to other duties) causing an investigation to be carried out.

Ultimately a review meeting was held, whereby myself & partner believed this was to review the incident and edcuate for the future.

What actually occured was Management & HR attended and dismissed my partner on the basis of not following procedure. This has come as a great shock and upset to her. I feel this was done very underhand with zero HR communication or Meeting details prior to walking into the room.

In the last few weeks it has come to light that a long term staff member has replaced my partner from a sheduled closure part of the business.

Essentially seems my partner being in her probation period was an easy target to dismiss. Still awaiting paperwork and appeal process.

My main purpose of this post, is do we have any rights or grounds to challenge?

TIA

Alter_ego

There are no right in the first 2 years of employment. Except for discrimination - disability, etc

Guest101

jam1991 wrote: »

Not really sure if anything can be done with regards to my partners job situation but here goes...

She works in Childcare within a Nursery.
Current role was Team Leader in charge of several staff with additional responsibilities.
She started the role in late April, normal day to day service had resumed from her previous employer.

Rumours circulated that the company maybe looking to adjust/make changes to it's services and open offices.

Late July an incident occured in which a subordinate broke procedure (in my partner's absent attending to other duties) causing an investigation to be carried out.

Ultimately a review meeting was held, whereby myself & partner believed this was to review the incident and edcuate for the future.

What actually occured was Management & HR attended and dismissed my partner on the basis of not following procedure. This has come as a great shock and upset to her. I feel this was done very underhand with zero HR communication or Meeting details prior to walking into the room.

In the last few weeks it has come to light that a long term staff member has replaced my partner from a sheduled closure part of the business.

Essentially seems my partner being in her probation period was an easy target to dismiss. Still awaiting paperwork and appeal process.

My main purpose of this post, is do we have any rights or grounds to challenge?

TIA

No. Less than 2 years employment. They could sack her for pretty much any reason

polgara

As others have said with less than 2 years' service they can let anyone go but see what the reason for dismissal is.

Also 'bumping' can be a valid business decision.