AIBU to think dismissal during probation was unfair given autism adjustments?

[SereneRoseRobin]

I’m looking for honest views because I’m not sure whether I’m being unreasonable or whether this was genuinely unfair.

I was recently dismissed from a graduate/analyst role after my probation was extended. I am autistic, and my employer knew this. I had raised the need for clear written instructions, defined objectives, examples of similar work, timelines, and timely/direct feedback. Some support was put in place, including coaching, but I don’t feel the actual adjustments were properly embedded or reviewed before the decision was made.

The difficult part is that the concerns raised about me seemed mainly to focus on communication style, professional behaviour, asking for clarification, Teams messages, and quality assurance under pressure — rather than on whether I could actually do the analytical work. Some recent written feedback said my analytical skills were good, that my work did not contain relevant errors, that I was taking ownership, and that I sought support appropriately. Another person said I had picked up on a complex project well.

The project I was criticised on was not straightforward. I was a first-year graduate with no prior experience in that sector, and I was assigned open-ended/data-heavy modelling work with a lot of ambiguity and short deadlines. Some outputs were expected within hours or by the next day, so there was not much time for structured review. I also didn’t always get timely feedback while I could still act on it. Some feedback came months after the work had ended.
My probation extension was meant to allow support and coaching to take effect, but I was dismissed before the extension period had fully ended. I had submitted evidence of improvement the day before the decision, but I don’t feel it was properly discussed or considered.
The coaching report apparently said the benefit of coaching should be assessed after a longer period, because performance can dip while new strategies embed.

I’m appealing because I think they didn’t properly separate disability-related communication issues from actual capability, didn’t give recent improvement enough weight, and didn’t consider alternatives such as letting the extension run, providing clearer QA/communication frameworks, assigning more standard analyst work, or redeploying me to a more suitable team.

I’m not saying I was perfect. I know there were areas to improve. But I feel like I was assessed against unclear expectations, on complex work, without the timely feedback and structure that had already been identified as necessary for me.

AIBU to think this was unfair and potentially linked to disability discrimination/failure to make reasonable adjustments? Or is this just how probation works, and I should accept it and move on?

OP it’s highly likely that a similar job, in a different company, might simply go better!

I totally understand you feel aggrieved. But sometimes you have to chalk it up to (bad) experience and start afresh.

The most important - and difficult- thing is to reflect on the experience.

The content of the analysis was ok, except under time pressure or when instructions were ambiguous.

These are key skills and many, many people (ND and NT) do not naturally know what to do in every work situation - the best advice I was given was to always ask if you don’t know, how the person you’re working for or with would like you to approach work.

Almost always, the successful new hire will seek clarity - how would you like me to keep you updated on my progress, an how often should we stop to check I’m on track?

You should always do this proactively and “manage upwards” - it’s a mechanical thing you can learn to do, without being a natural communicator. So when you start a task with a deadline, clarify with the very busy person setting the work what output they want, and how they would like you to check in during the assignment. Always a good idea to say “I’ll have the draft of xyz with you by x o’clock” or “I feel I might be a bit behind - can you spare ten minutes to direct me to ways I could do this more efficiently?” Or “I ran into an unexpected problem as follows […] I think the solution might be [xxx] but I expect this will mean I need an extra two hours. Please can you let me know if a deadline extension is possible and if not, help me to find a different solution?”

Or For example, “so I need to deliver a final report by 5pm today. Could we meet for 15 minutes at 3pm to check I’m on track on Teams? I don’t want to get to 16.55 and discover I haven’t met all the objectives.”

I’m autistic and work in a similar area to OP. It’s been a learning curve over the years but ultimately I’ve learnt that you can’t put things on to others in the team. Everyone has their own tasks, deadlines and things going on in their lives. Some are ND too but may not be open about it. People cannot expect reasonable adjustments in a high pressure environment that involve other team members altering their way of working or tasks. In consultancy you very much have to find your own way to be successful. It can actually be a good place for ND people to work in some sectors, but people do have to take responsibility for themselves, it doesn’t fit everybody regardless of ND.

@Overthebow - in which case they wouldn't be reasonable adjustments if they were detrimentally affecting colleagues and their abilities to do their jobs.

I've seen someone fail probation after several adjustments were made and probation extended. They just weren't suited to the work - couldn't focus on a task and follow through to completion without assistance. Were distracted by anything and everything going on around them. Inserted themselves into every conversation in a really rude and unprofessional way. Now I'm not saying that's what the OP has done, but sometimes it's just not a good fit.

The job is not a good fit for you. The employers want to end the contract. Move on and find something else.

This is the issue with universities and schools bending over backwards with “adjustments “. In the real world the OPs expectations are wildly unrealistic. No-one in a fast passed team has the time for that level
of hand holding and coaching. “clear written instructions, defined objectives, examples of similar work, timelines, and timely/direct feedback” may exist in some idealised HR handbook, but I’ve certainly never seen it in any workplace🤣. I don’t think we’re doing young people any favours setting them up to expect their every challenge to be pandered to in this way.

Cause you aren't capable of doing the role they need. The way you describe your adjustments its as if you want them to complete the work for you to review

Because you can't do the job to the standard they require without adjustments they are either unwilling or unable to make. Bluntly.
They have decided this and its highly unlikely you will change their mind and get reinstated.
So all that's left here is for you to decide if you want to try and get compensation for disability discrimination from them by taking them to ET, or move on.
No one on here knows enough about the case to advise you if this is likely to be successful or not. Try the ACAS website, or citizens advice, who in some areas can refer to specialist employment advisers.

Oh, wow, yes, I remember that poster. Yes, of course.

I have to agree with you here. There’s a really good post above where someone is advising that it’s good practice to ask leaders how they’d like you to work, how often they want you to check in etc. I think the issue here is that some people entering the workplace are doing the opposite. Entering an already existing work culture and telling leaders and colleagues how THEY want THEM to work and how often they want someone to check in with them etc. That’s just not how most workplaces work in my experience.

😂😂

well played @SereneRoseRobin

This x 100.

I’m assuming this is the civil service? Which Department?

this is consulting

You werent employed you were on probation which you didnt pass, there are hundreds of others who can do that role why would they keep you if you cant do it, and appealing what? I would be careful if you want a reference, you sound like you dont have a lot of work experience,

Well, all I can say is welcome to the world of work! From the sounds of it, because your probation was extended there was definitely something your employers weren't happy about and didn't see it improving after extension.

You'll find places you fit and places you won't for no reason apart from the people. Don't waste your time and energy on the ones that didn't work out. Move on.

Hi op, i haven’t read your other thread but i act as Hearing Manager in these kind of situations in the company I work for.

I can’t give you an accurate answer as to whether it was fair as you haven’t gone into enough detail about what specific issues were raised regarding your professional behaviour and your teams messages etc. Capabilities is one section to investigate for sure, but conduct is a separate area that holds equal weight. What exactly did the raise about your conduct?

You failed probation because you needed too much hand holding by the sounds of it. Move on

Honestly? Businesses have a business to run and maybe it’s just counter productive to have someone who needs so much extra support working for them. They probably just want the job done. I suspect whatever they put in place is never going to be enough for you.

I used the wrong channels for questions etc. and didn't apologise to someone for recording a call without their permission

You recorded a call without permission? Do you know that's kind of creepy? Was there a reason why you didn't apologise?

Why did you not apologise?

cos it was a company-wide call, and I recorded it for transcription

Sorry there are a gazillion grads out there looking for jobs, why would anyone want anyone in their team that creates so much extra work for them. There is no way anyone in a normal company these days has time to provide written instructions and so much feedback - you'd be a nightmare. I know this sounds cruel/very direct but it is the reality of the world - other team members can't be adding time to their working day to accommodate adjustments.

They need someone who can operate independently within a shorter time frame and with less day to day input than you apparently need. Some improvement may not have been enough. Extending probation was an adjustment(you could have been let go at that point) and the issues have continued. It sounds as if not all are related to your additional needs. There is little point in appealing as even if reinstated you are setting yourself up to fail. Sorry but it seems like you need to find a less demanding role as your first post.

Ok, but when you realised that you had forgotten to ask for consent - which is a pretty basic omission - is there a reason why you did not apologise?