A Civil Service department may dismiss a probationer where it decides that the required standards have not been met or where serious conduct makes continued employment unsuitable. The department should still use the correct policy, make a reasoned decision and consider relevant evidence.
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How probation dismissal can arise
Dismissal may follow failed performance, attendance concerns, conduct, failure to complete required conditions or a final probation review. Serious misconduct may be handled through a disciplinary route. Ask whether the proposed dismissal is a probation outcome, capability decision or disciplinary sanction.
Notice and process
Your appointment terms and policy should explain notice, who decides and whether an appeal is available. Gross misconduct may create different notice consequences, but a serious allegation should still be investigated and put to you before a final decision.
Immediate priorities
- Request the policy, case and possible outcomes.
- Check the meeting date and preparation time.
- Arrange representation where allowed.
- Preserve evidence and prepare a written response.
- Check appeal and external deadlines.
Unlock the detailed probation-dismissal defence below, including how to test the reason, process and evidence, prepare for the decision meeting, challenge a disproportionate outcome and protect notice, appeal and future-employment issues.
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