Many thanks for your patience. The case law you have mentioned is indeed the relevant one in these circumstances and I do think you have a case to claim your extended notice period here. My comments on the situation are as follows:
· First of all the staff handbook says that the extension must be done in writing. You have to check whether the handbook officially forms part of your contract of employment because if it does not then it will not have contractually binding effect and its contents would just be policies, which the employer should follow, it is not a must in a contractual sense. Therefore, it would not necessarily be a contractual requirement for the extension to have been done in writing.
· Assuming that the extension was valid even if not in writing, the probation would have continued until 20 May. Your employer did not take any steps to extend it any further from date onwards and following the case law it would have been assumed that if no communication was made about an extension before the probation was officially over, that it would have been assumed to be passed
· In addition, you specifically asked if the probation was passed successfully, which the employer confirmed it had on 23 May
So overall I would say there is a reasonable chance that you are due the extended notice and you may wish to consider pursuing the employer further for it.
This is your basic legal position. I have more detailed advice for you in terms of the official steps you need to follow in order to take the matter further, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you