Is it unreasonable to resign rather than fail probation?

[UndergroundLondon]

AIBU to ask if it’s better to resign than fail probation? After an extended probation period due to COVID I have been told that I am likely to fail, the meeting is next week. I have a poor relationship with my manager who is not offering support, just criticism. I’ve been having counselling sessions due to the suicide of a family member and this has triggered depression and anxiety that I have struggled with for many years, the thought of failing probation is amplifying my mental health issues.

Should I resign? Will it look better to potential employees? I see no road back to a good working relationship with my manager even if I don’t fail. She has been very clear that I don’t have the evidence to pass. Work won’t be easy for me to find in my field but I’m happy to look for other roles in the meantime. Money would be tight but we have enough for 5 months.

I work in HR. Resign. It's not working out. Then you'll have the reason for leaving as resignation and not 'Contract closed ' or 'failed probation '

Its unlikely to make a difference to your reference as it will likely comment on your ability.

For all those people saying references don’t really matter - DH works in HR & a key question on a reference is “would you employ this person again”.

If a reference comes back with no as the answer then the offer of employment is withdrawn.

That said, your situation sounds really unfair OP, you haven’t been in work through no fault of your own so have no “evidence” to pass probation. What evidence do they want?

I've worked in local government for almost 25 years and have never known anyone to fail a probationary period.They tend to be very risk averse and hr would be very unlikely to approve a failed probationary period.I've known it to be extended due to excessive sickness periods.I'd sit tight, covid and concern about lack of understanding around mental health issues should mean you'll be ok.

@CoffeeRunner

For all those people saying references don’t really matter - DH works in HR & a key question on a reference is “would you employ this person again”.

If a reference comes back with no as the answer then the offer of employment is withdrawn.

That said, your situation sounds really unfair OP, you haven’t been in work through no fault of your own so have no “evidence” to pass probation. What evidence do they want?

The ‘Would you employ this person again?’ question will only come up if a company agrees to fill in a questionnaire-style reference. More often than not, all they will issue is a standard letter.

In any case, even if the OP resigns, her current employer isn’t going to answer ‘Yes’ to that question.

@UndergroundLondon

Thank you all. It would be a 6 month period but it was extended because COVID meant that not much work was happening and so it could not be evidenced. My contract states that probation can be extended in extenuating circumstances. I’m contacting the doctors now, I’m not sure I can make a rational decision and wondering if getting signed off sick may be helpful to do that.

If they've already given seven days notice of the meeting with the manager being honest that the likely outcome is failure, then they could proceed with this regardless of sickness absence, which is a frequent occurrence in such circumstances.

Can you show that the targets were not SMART? That sufficient support was not built in nor provided? Do you have evidence, emails etc of requesting support but this not being given or being limited?

How many reviews have you had?

Was timely written updates of your development assessed frequently, with regular discussions focusing on conduct, attendance and performance.

Did you have a formal review at 2 months and 1 months before this meeting, as per the civil service probation policy? If not, then I'd be alerting your manager and ccing HR into this before the meeting. This may buy you some time.

If everything's followed the policy and all as above, then yes, in your position, I'd resign. And if ever asked when I was about to end probations, I always advised this. It is better to justify leaving than justifying failing, even if the employers poor support was the principle factor.

Thanks for your replies. Unfortunately I became very unwell and was seen by the crisis team at the hospital this weekend and I’m now under a home care team. I’m going to have to put in a sick note which I am dreading.

My current company dont have probation periods....but basically have the stance if you have worked there less than 2 years we can let you go no problem sad bit shit really and ive only worked there less than 1 year....

Passing probation doesn’t override employment law which means you don’t have rights against dismissal for non-discriminatory reasons for 24 months. That applies to every single employee.

I've been on the other side of this, and actually been a manager of someone who didn't pass probation. The employee was offered to resign multiple times, and chose not to, which resulted in a final meeting where she was dismissed.

It was extremely traumatic for her, and I remember thinking "this is only going one way, why on earth would you not just resign and not put yourself through this". Awful ending, and I'd suggest you resign which may also help with self-esteem

Just seen your update @UndergroundLondon best wishes to you I hope you are getting the care you need

@CoffeeRunner

For all those people saying references don’t really matter - DH works in HR & a key question on a reference is “would you employ this person again”.

If a reference comes back with no as the answer then the offer of employment is withdrawn.

That said, your situation sounds really unfair OP, you haven’t been in work through no fault of your own so have no “evidence” to pass probation. What evidence do they want?

I have had that style of reference request through and have just sent the standard response back as we only provide dates and job title. So it will say ‘I can confirm x person worked for x company from dd/mm/yyyy to dd/mm/yyyy and was employed as ‘Job title’ we will not answer further details.

@MrsDoylesTea

I've been on the other side of this, and actually been a manager of someone who didn't pass probation. The employee was offered to resign multiple times, and chose not to, which resulted in a final meeting where she was dismissed.

It was extremely traumatic for her, and I remember thinking "this is only going one way, why on earth would you not just resign and not put yourself through this". Awful ending, and I'd suggest you resign which may also help with self-esteem

Maybe because it’s easier to get benefits if you are sacked.

@CoffeeRunner

For all those people saying references don’t really matter - DH works in HR & a key question on a reference is “would you employ this person again”.

If a reference comes back with no as the answer then the offer of employment is withdrawn.

That said, your situation sounds really unfair OP, you haven’t been in work through no fault of your own so have no “evidence” to pass probation. What evidence do they want?

What a stupid question.

There are various former employees I wouldn't have back but not always because they were crap.

It's a ridiculous question.

@UndergroundLondon it is common for organisations to fail and extend probations for their own purposes.

So sorry @UndergroundLondon only just read your post... That'll teach me to check before it chirp... So sorry tbh going sick may give you the grace you need... It'll all work out in the end... Doesn't feel like it at time but it will, and you'll find yourself happy and on steady ground eventually... Whilst you're off on sick, secretly retrain by doing courses at home to maybe start your own business to get a Plan B going xxx