Not necessarily, it's not a fixed period across all jobs. Probationary period at mine lasts basically until you are signed off as competent (job title changes to drop the "Trainee" prefix), usually around 4 - 6 months but I've seen people go to 8+...

If you can't deal with working through the night, then don't. Find a job that better suits you.

**** that! Find a new job :umm2:

Im already looking but i know ill have to take a pay cut so i want it to be worth it

If you are taken on as a temp they have 12 weeks and then take you on or get rid

Not necessarily if you are an agency temp, I have temps who have been on assignment for months and years. After 12 weeks you get some employment rights, access to some benefits such as canteens etc, same holidays and parity of pay but they don't have to tale you on or get rid

Cant you ask to switch to day shifts? Where I work someone has just switched from nights to days and someone else switched from days to nights

Temping is a totally different situation to a trainee / probationary period. With the latter you have a permanent employment contract, but with fewer limitations on the reasons you can be let go, i.e. you can be found to just not be capable of carrying out the role. Once you're "signed off" as no longer a trainee the employer is basically saying that they acknowledge your general competence in the role, and therefore they need a "good reason" to terminate your employment.

However NM is entirely right that if a company wants you gone they will find a bull**** "good reason", or more often, just make the job so unpleasant that people quit before they're fired. They call it "managing people out of the company" and it's sadly the most common way of "firing" staff - if the staff member quits, the company has no liability at all.

I asked and i kept getting bare with me things will change soon almost 6 months in nothing has changed

As a manager, I can confirm that "bare with me" means "I might get around to it but tbh I'm probably not going to do anything about this".

Wait till you've been there 26 weeks then ask to work flexibly

http://www.acas.org.uk/index.aspx?articleid=1616

I'd suggest being wary of official flexible working agreements as you can end up "locking yourself in" with your own requests, i.e. If your circumstances change in future you might find yourself unable to, ironically, be flexible because of your agreement.

Where do you work, Adam?

Why are you addressing everything to me?... this is not my thread jeeeze, just trying to find the guy a way off nights get off my back :/

Nope, you have access to those from day one.

4. Equal treatment

From the day you start work you have a worker’s employment rights.

You also have the same rights as your permanent colleagues to use any shared facilities and services provided by your employer, for example:

a canteen or food and drinks machines
a workplace creche or mother and baby room
car parking or transport services, like a local pick-up service or transport between sites.

Rights after 12 weeks
After 12 weeks in the job you qualify for the same rights as someone employed directly. This is known as ‘equal treatment’.

Your rights include:

‘equal pay’ - the same pay as a permanent colleague doing the same job
automatic pension enrolment
paid annual leave

https://www.gov.uk/agency-workers-yo...-agency-worker