Probation Review Template
A structured template for managing and documenting employee probation periods in the UK. Covers setting expectations, interim reviews, and the final probation assessment with clear outcomes including confirmation, extension, or termination.
What to Include
Probation Period Details
Employee name, start date, probation length (typically 3-6 months), review dates, and the manager responsible for conducting reviews.
Role Expectations
Clear description of the role requirements, key responsibilities, and the standards the employee is expected to meet during probation.
Interim Review Notes
Documentation of progress at mid-probation check-ins. Record what is going well, any areas of concern, and support or training provided.
Performance Assessment
Final assessment against the expectations set at the start. Include specific examples of performance, attendance, conduct, and integration with the team.
Outcome and Next Steps
Document the decision: confirmed in post, probation extended (with reasons and new review date), or employment terminated. Include the employee's right to appeal if applicable.
Key Points
- Probation periods should be clearly stated in the employment contract
- Regular feedback during probation is essential, not just a review at the end
- Shortened notice periods during probation must be contractually agreed
- Employees still accrue statutory rights during probation including holiday and SSP
- Unfair dismissal protection generally requires two years' service, but discrimination claims have no qualifying period
- Document all discussions and agreed actions throughout the probation period
UK Compliance
Probation periods are not defined in UK statute but are contractual arrangements. While employees with less than two years' service generally cannot claim unfair dismissal, they are still protected from day one against discrimination, whistleblowing detriment, and assertion of statutory rights. Employers must still follow a fair process during probation and provide the contractual notice period.
Practical Tips
- Set clear, measurable objectives at the start of the probation period
- Schedule regular check-ins at weeks 4, 8, and the end of probation
- Keep written records of all feedback and discussions
- Act promptly on any concerns rather than waiting until the end of probation
- If extending probation, set a clear plan with specific targets and a revised end date
Frequently Asked Questions
How long should a probation period be?
Most UK employers set probation periods of 3 to 6 months. There is no legal maximum or minimum. The length should be reasonable for the complexity of the role and allow enough time to assess the employee's suitability.
Can a probation period be extended?
Yes, provided the contract allows for extension. The employer should explain the reasons for the extension, set clear objectives, and agree a new review date. Extensions are typically for a further 1-3 months.
What notice period applies during probation?
The notice period during probation is whatever is stated in the employment contract. Many contracts specify a shorter notice period during probation, such as one week. The statutory minimum of one week's notice applies after one month's continuous service.
Can an employee be dismissed during probation?
Yes, employees can be dismissed during probation. While employees with under two years' service generally cannot claim ordinary unfair dismissal, employers should still follow a fair process. Employees are protected from day one against discrimination, whistleblowing detriment, and other automatically unfair reasons.
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