What is a Probation Period?
When you employ someone new, they usually start with a probation period, a trial phase for both sides to get to know each other. Even if the employee has experience in the role, they still need time to understand how your business operates, meet key stakeholders, and learn internal processes.
Some employees may be learning on the job, which means they'll need a clear training plan and time to develop the required skills. Probation is your opportunity to assess how well they adapt and to support them in doing so.
How Long Should It Last?
Probation periods typically last six months, which gives enough time for the employee to learn, adjust, and demonstrate capability. Some employers opt for a three-month period.
During probation, there should be:
- Clear expectations and timelines
- Scheduled review meetings
- Ongoing support
Probation can be extended, usually by up to three months, if more time is needed to assess performance fairly.
Common Misconceptions About Probation
"I can dismiss someone at any time during probation."Not exactly. Employees have legal rights from day one, including protection against discrimination and certain types of unfair dismissal. It's important to follow a fair and reasonable process.
"It's just a formality."It shouldn’t be. Probation is a critical time for feedback, training, and settling in. Don’t underestimate its value.
"We don’t need to document anything."Without written records, it’s difficult to prove what’s been discussed or agreed. Always document reviews and feedback.
"No training is needed they should hit the ground running."Even experienced hires need support to understand your systems, culture, and expectations.
"Probation ends automatically."You should confirm the outcome in writing, making the employee’s status clear.
"If they’re not working out, I’ll just let them go at the end."Surprising someone at the end of probation is unfair and can damage your reputation. Address concerns early and give the employee a chance to improve.
Why Probation Matters
Probation gives both parties time to evaluate if the relationship is the right fit. It also sets the tone for future expectations around performance, communication, and behaviour.
It’s your chance to:
- Set clear objectives and role expectations
- Explain your company’s culture- Introduce systems, processes, and people
- Provide coaching and support
The induction period is especially important as it helps new hires understand their responsibilities, who they report to, and when to seek approval for decisions.
Support During Probation
Support starts with a plan in the first month. Make sure your new hire has
:- Access to IT systems
- Completed HR forms and payroll setup
- Clear guidance on absence and holiday procedures
Schedule weekly check-ins to give feedback and identify support or training needs early.
Reviewing Performance
Hold at least two formal reviews: one at the midpoint and one at the end. These should be two-way conversations covering:
- Performance: What’s been achieved so far?
- Attitude: Are they open to feedback, punctual, and proactive?
- Attendance: Are they reliable and present?
- Conduct: Are they professional, productive, and meeting expectations?
- Team Fit: Have they built positive working relationships?
Extending or Ending Probation
If successful:
Confirm in writing and set new goals for the months ahead.
If extending:
Be clear about what needs to improve, how it will be supported, and when you’ll review again.
If terminating:
Follow a fair process. Consider legal risks (e.g. discrimination, disability), give proper notice, and confirm the outcome in writing.
Common Pitfalls to Avoid
- No clear criteria for success
- Infrequent or vague feedback
- Delaying important conversations
- Not following a structured, fair process
Final Thoughts
Probation isn’t just a tick box exercise rather it’s your opportunity to lay the foundations for a strong working relationship. Get it right, and you’ll boost retention, engagement, and performance.
Need help reviewing your probation process?Contact me at bev@bdhr.co.uk – don’t leave it to chance.
