HR Q&a – Are We Required to Have an Introductory Period for New Employees?

“No. Some employers call the first few weeks or months of an employee’s time with the company an introductory period, but this designation has no bearing on the rights employers or employees have. An introductory period doesn’t reduce the risks of termination (you should still have a good business reason and documentation) or mean that an employee let go during that time won’t get unemployment insurance.”- Kim, SPHR, AAM, CPIW

While many employers do offer a probationary or trial period, it’s important to remember that an employee is considered a “regular” employee under the law from day one. This means they are entitled to the same rights and benefits as all other employees, such as the right to be free from harassment or discrimination, the right to minimum wage and overtime protections, and the right to receive their final paycheck in a timely manner. Employers should also be aware of any state or local regulations that may impose additional requirements or restrictions on probationary periods. It’s important to work with an employment attorney or payroll provider to ensure compliance with all applicable labor laws.

“That said, the first few weeks and months are incredibly important for ensuring a long tenure. Multiple studies show that a good number of new hires quit within the first 90 days because their experience wasn’t what they wanted or expected. Turnover is costly, so investing time and resources in onboarding, orientation, and training new hires helps set them up for long-term success and saves you money.” – Kim, SPHR, AAM, CPIW

The key to successful onboarding is taking the time to get to know your new hires. Ask questions about their background and what drives them, as this can help you create a unique onboarding experience that caters to each employee’s individual needs. It also helps lay the groundwork for a positive employer-employee relationship from the start. Additionally, assign tasks that are challenging but also achievable, provide ample resources and guidance, and encourage open communication. This will help your new hires become more comfortable in their role, make it easier for them to ask questions when needed, and increase their chances of success. Finally, don’t forget the power of recognition. Acknowledging a job well done is an important part of employee engagement. Show your new hires you appreciate their contributions and recognize their efforts with rewards, such as positive feedback.

In short, while there’s no legal requirement to having an introductory period, there is a huge financial benefit to delivering a great employee experience during these first weeks and months.

This Q&A does not constitute legal advice and does not address state or local law.