HR Consultant – Can I sack someone if they’re on probation?


One of the questions we often get asked as a HR consultant is, “can I sack someone if they’re on probation” the answer is yes. We get this question and questions like this all of the time.

That’s why hiring an HR consultant is really important for your company to ensure you are compliant and understand the legal implications when it comes to managing employees.

Probation periods for employees are completely normal, but before you create any probation policy’s there are some recommendations we have. Some companies have a 3-month probation period while others have 6 months. We would recommend a 3-month probation period with a 30, 60- and 90-day review period.

As an HR consultant company, we come across issues like this every day. So, in this video below we discuss some more expert advice on probation periods and whether or not you can sack someone during their probation.

One of the biggest tips we can give you when it comes to employees and probation is to talk to them. Make sure you’re having regular reviews,  talk to them about how things are going and most importantly give feedback. This way you can gauge how your employee is feeling and most importantly, they can understand if anything more is needed of them and how they are performing. As a HR consultant company, we also offer a variety of templates you may need for all of your HR needs. If you would like a copy of our review form simply get in touch today or email

If you think you need to hire a HR consultant company to help you deal with these common employee issues, get in touch today. Together we can come up with a plan that suits you and find the best solution for you and your employees.



HR Culture – Off to the worst possible start


As you know, I work with clients to help them create strong, vibrant cultures that result in workplaces that people love to work in, and companies that people love to buy from.

A lot of business owners are becoming more switched on to the importance of culture, but in truth, they only usually take it seriously when everything’s already gone wrong.

When employees are already indoctrinated into the wrong way of doing things.

When the toxicity has been allowed to take over.

And that’s why today I’m sharing with you my strategy for guiding employees into the right culture, from day one:


how to create a great place to work

HR Culture – A lot of dysfunction!


Over my years in business, I’ve seen A LOT of dysfunctional and toxic workplaces.

And believe you me, they are not pleasant to be in, nor do they cultivate success.

By and large, there are three ways to tell whether a workplace is right or not:

  1. Absence problems
  2. High staff turnover
  3. Lack of employee passion

If you suffer from any of these problems in your workplace, then I strongly recommend you watch my latest video, where I share both the root cause and solution to all three.


Recruit the right people

How do I recruit the right people?


I’ve lost count of how many times I have been asked that question by business owners. They really want to grow their business and understand they need to employ the right people to achieve that. Unfortunately they’ve had some bad experiences with the people they have recruited.

You see recruiting the right people is critical to your business growth. Without the right people on board you will constantly struggle, have issues with performance, poor teamwork, lack of engagement, high turnover and absence problems. It’s what I call people disease. The wrong people can create a toxic culture.

So how do you recruit the right people?

You need to recruit people who are aligned to your company values, who believe in your company purpose and who fit with your culture. If you don’t you will end up with high employee turnover, high training costs, customer dissatisfaction and disengaged employees.

The majority of businesses don’t recruit against company values. Why? Because they don’t know what their company values are or their values are not clearly defined. They are not able to recruit people who fit their culture because they are unsure what their culture is. If they have identified their values they are not embedded into the business. In other words the values are not lived.

Does recruiting against your values help? You bet it does. The question I am often asked is ‘how can I recruit the right people? There are no good people out there’. There are good people out there, you are just not attracting the right ones. Don’t think it’s just about the salary either. Some employers say they can’t afford to employ good people. It may come as a surprise to you but not everyone is motivated by money.

To recruit, inspire and retain the right people in your business you need clearly defined company values. Only recruit against your values, even if the candidate has a glowing CV. If they don’t match your values and you recruit them you are setting yourself up for disaster.

Once you know your values then you can use this in your recruitment process. This will go a huge way to keeping out problem staff. I know I keep going on about this but your recruitment process needs to be aligned to your values.

Over the years I’ve seen such disasters with recruitment. The thing I never understand is the lack of time and planning that business owner spend on recruiting.

In most businesses your employees are the single biggest contributor to your business. To get you and your business to where you want it to be then you need employees. If that’s the case why do you give recruitment such little amount of time? It’s no wonder you have problems with staff.

To recruit the right person there are several things you need to do.

  • The first is recruit against your values.
  • Include your values in your job advert.
  • When you receive CV’s make sure you read them before you invite that person for interview. Don’t leave it until five minutes before they arrive or you call them.

I recommend an initial telephone interview asking questions based on your core values.

You will know by the response if they are the right fit for you or not.  If they are not a fit with your culture then you don’t take their application any further. If it goes well, invite them in for the next stage of interview.  By carrying out the initial screening you have saved yourself and the candidate a lot of time if they were never going to be the right fit.

Find out your culture score. Take our test here.

What to find our more about how to develop your culture then get in touch.


HR Consultant – How do I sack someone?


Sacking a member of staff is never pleasant and it can often be a long and drawn-out process.

There are a lot of rights and wrongs during the process which is why you need to make sure you’re covered. Hiring a HR Consultant like us here at JM Associates means that we can make you aware of the process, give you options and advise you on the best course of actions to take.

In the video below we discuss some of the fundamentals, you will need to think about when it comes to dismissing a member of staff. We outline some of the rights your employee will have. For example, if your employee has served less than two years in your company, they will have fewer rights than an employee who has served over 2 years.

As with any company, your biggest concern when it comes to sacking or dismissing an employee will be any tribunal claim, particularly any unfair dismissal claims. We advise you on the best course of action which is always dependent on 2 factors; the first would be the length of service of the employee, and the second factor is whether or not the employee has any protected characteristics.

But we won’t only help you make the right choices, we will give you options so that you can achieve the best possible outcome for both parties involved.

Do you need to hire a HR consultant who you can trust to help you through sacking a member of staff? Get in touch today.