.png?width=1709&height=843&ext=.png)
.png?width=1165&height=190&ext=.png){kind=spacer}
When starting a new job, most people are placed on probation. In this article, we’ll explore what you need to know about a work probation period, how they work, and how employers should manage them.
A probation period is a trial period of employment that occurs when someone joins a company. It allows the employer to assess your performance, reliability, and fit for the role, while giving you time to decide if the job and company are right for you. At the end, your employment is either confirmed, extended, or ended based on how things have gone.
Probation periods can also be applied to existing employees; however, this doesn’t tend to occur often.
In some employment, benefits like private medical care and death in service cover, are not available until you pass your probation.
Companies can choose the length of your probation period. They typically vary between one and six months. These can still apply for zero hour contracts, however, they tend to be shorter in length.
The length of probation can depend on a number of factors, such as the length of your employment contract and the type of role you have.
Yes, a probation period can be extended, but you must be informed in writing and given reasons for this first.
Employers or managers have a responsibility to manage your probation period. Below are few ways they may choose to conduct the probationary period:
Regular one-to-ones scheduled in advance allow managers to set tasks, understand how you are doing and identify whether you need any help with anything. Allowing questions and feedback can make sure you feel valued, supported and listened to.
Before the end of the probationary period, a one-to-one should also be scheduled so your manager can tell you the outcome of your probation.
While any issues or challenges should be identified within meetings, you should feel comfortable enough to raise issues even if you don’t have a meeting planned. Being able to openly communicate and solve problems together will reduce frustration and improve satisfaction and productivity.
Managers should set clear expectations with you early on in your employment. This allows you to understand your role and responsibilities and how they should be carried out. It’s important to remember that setting clear expectations doesn’t mean micromanaging.
Your employer should keep track of your performance during probation, allowing them to make an accurate assessment of whether you have passed your probation period or not.
Employers can legally dismiss someone if they are not happy with their performance. However, with the proposed introduction of day-one protection in 2025, employees will be able to claim unfair dismissal from their very first day of employment, rather than after a qualifying probationary period. An employer should ensure they terminate any contract of employment fairly and legally.
Other potential changes in legislation that could affect probation periods include:
When dismissing someone on probation, they must be given at least one week's notice or the minimum notice period stipulated in their contract. If this happens to you, you should be notified of the termination in writing and your employer must give their reasons for terminating the employment. Your last working date should also be provided.
A probationary period is a valuable tool for both you and your employer, offering a structured timeframe to assess performance, fit, and support needs. When managed effectively—with clear expectations, regular feedback, and open communication—it sets the foundation for long-term success.
Contact Us
