A Simple Guide to Managing Probation Periods

Your hiring, onboarding, and probation processes are about to become far more important to get right.

From 1 January 2027, unfair dismissal rights will be reduced from two years’ service to just six months. That means the old “sink or swim” approach to new starters could quickly become a risky (and expensive) mistake.

A probation shouldn’t be seen as a trial by the business. It should be seen as the time where you are providing your new employees the best possible start while protecting your business if things don’t work out.

First things first: onboarding matters. Onboarding starts the moment a candidate accepts your offer not on their first day.

A strong onboarding plan helps new employees feel welcomed, supported and clear on what’s expected of them. It also gives them a sense of connection to your team and company culture from day one.

And the statistics show just how important this stage really is:

• 31% of employees leave a new job within the first six months
• 68% of those leave within the first three months
• Common reasons for leaving include feeling neglected, overwhelmed, under appreciated, or under qualified

That’s a huge investment of time, money and energy walking straight back out the door if you don’t get things right.

What is a probation period?

Think of a probation period as a structured settling in period for a new employee.

Typically lasting between three and six months, the probation period gives both the employer and employee the opportunity to assess whether the role is the right fit.

During this time, employers should:

• Set clear expectations
• Provide support and training
• Hold regular check-ins and review meetings
• Address any concerns early and fairly
• Monitor performance, conduct and overall progress

And remember probation works both ways. Sometimes the employee may decide the role isn’t right for them too.

At the end of the probation period you would usually decide to:

• Pass probation
• Extend probation
• Fail probation

That decision should never come as a surprise to either side.

What does a good probation process look like?

A successful probation period is structured, supportive and documented.

Here are some key things every employer should be doing:

Clear goals from the beginning

Employees should understand exactly what success looks like in their first 30, 60 and 90 days and beyond. Setting realistic, measurable expectations early helps avoid confusion later.

Proper onboarding and training

Good inductions go beyond paperwork.

They should include:

• Company values and culture
• Internal processes and policies
• Role specific training
• Introductions to key people and teams

The more confident and informed an employee feels, the more likely they are to succeed.

‍Regular review meetings

Probation reviews shouldn’t be saved for month six. Frequent check-ins create opportunities for feedback, support and development for both the employee and the manager.

And most importantly document your discussions, a simple tracker works wonders for this.

No surprise endings

One of the biggest probation mistakes employers make is saying nothing for months then suddenly failing probation at the end.

If there are concerns around performance or conduct, they should be raised early, with clear guidance and reasonable opportunities to improve.

Consider reasonable adjustments

If an employee has a disability or additional needs, employers should consider whether reasonable adjustments are needed to support them fairly throughout probation.

Final thoughts

With employment law changes on the horizon, now is the time to review your onboarding and probation processes to make sure they’re structured, supportive and legally sound.

Thinking you don’t have the time for this? We can develop your updated onboarding and probation process.

Or sign up to our upcoming webinar: https://www.eventbrite.com/e/the-first-90-days-setting-your-new-starters-up-for-success-tickets-1990404568645?aff=oddtdtcreator

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