Employers and the 90-Day Trial Period (Important)
If an employee is fired during a 90-day trial period, they can’t raise a personal grievance, right? The answer may surprise you.
When the 90-day period is correctly used, an employer may dismiss an employee within the period without fear of a claim of unjustified dismissal. The Government has extended the 90-day trial period to all employers, rather than just those with fewer than 20 employees*. However, employers must be aware of how to successfully use the 90-day trial period.
The first decision on the 90-day trial period, Smith v Stokes Valley Pharmacy (2009) Limited, demonstrates that an employer must comply strictly with the provisions of the legislation.
In this case Heather Smith was working in the Stokes Valley Pharmacy when it was sold. Heather was offered a job with the new employer and on 1 October 2009 commenced work for them. On 2 October 2009, she signed a new employment agreement that contained a 90-day trial period. The new employer quickly became dissatisfied with Heather’s performance, and in reliance on the trial period provisions, terminated her employment in December 2009.
Heather commenced proceedings against her employer and, despite the existence of the trial period, the Employment Court found that Heather could make a claim for unjustified dismissal.
Under s67A of the Employment Relations Act, trial periods can only apply to a person who has not previously been employed by the employer. When Heather signed her employment agreement on 2 October she had already commenced work, even if it was only for a day, and therefore she was no longer a ‘new employee’. The employer argued that Heather had by her conduct accepted the terms and conditions of the draft employment agreement as it was provided to her on 29 September 2009.
The Court rejected this argument and held that the agreement required execution by signature and until it was signed the agreement remained a draft that could potentially be amended. The result was that the trial period was void and Heather could claim unjustified dismissal, the very action the employer thought they were protecting themselves from.
This decision also discussed the requirement of good faith in relation to trial periods. It was found that an employer is not obliged to notify an employee, who is employed under a trial period, of the employer’s intention to dismiss them. Once dismissed, if an employee requests an explanation for the dismissal, good faith requires that they must be given one.
It was also found that if an employer seeks to rely on a trial period, the employment agreement must be terminated lawfully and in accordance with s67B(1) of the Act, which requires notice to be given. While there is nothing in the Act determining the length or form of this notice, in this case Heather’s contract required 4 weeks’ notice. Therefore, the Court found that the two weeks notice period given was deficient and subsequently the agreement was not lawfully terminated.
If you are considering hiring a new employee, why not take a few minutes to talk to one of our experienced employment law team? We can identify and discuss any areas of concern, and provide practical and cost-effective solutions. A few moments spent before hiring may save hours (and dollars) later on.
Please call Michael Robinson or Helen Wendelborn.
* To take effect from 1 April 2011
“Joy, we cannot thank you enough for your help with our purchase! You have been wonderful to deal with and so proactive (and patient with my numerous emails). We will be visiting NZ in April so will make sure we drop in to thank you in person.”
“John is very easy to talk to, he never makes you feel dumb, and never makes you feel like you are wasting his time for asking questions. He explains everything very clearly, every time. John's support staff are also very efficient and so easy to deal with. No detail is missed when dealing with them. My husband and I are fans of them all :)”
“To Michael Robinson – I wanted to thank you and your colleagues for many years of excellent service to the Bank. You have an outstanding business that has proved to be one of the most reliable and ethical businesses that Collections have dealt with in the almost 9 years I was with the Bank.”
“I have used Turner Hopkins for my legal services for over eight years. I have always found their level of service excellent and their work to a very high standard. I have used various lawyers at their firm for various businesses I have been involved with and have always had very positive experiences. I would highly recommend them.”
“I have struggled with different legal firms over the years, but over the past few years I have engaged with Turner Hopkins with various requirements from personal relating to wills, family trust, property settlements and contracts through to commercial engagements including employment advice, commercial lease agreements and general legal advice. I have engaged with a number of the people in the firm and always found them professional, punctual in their responses and very sound in the advice provided.”