On this page7 sections
How long is a probation period?
There's no set length. Probation isn't a legal requirement, and Acas says it can be any length of time. Choose a length that fits the role, put it in the contract or written statement, and plan the reviews to match. Acas notes that 6 months or less might not suit every role, for example technical or specialist jobs that need longer.
From 1 January 2027, under the Employment Rights Act 2025, protection from unfair dismissal becomes a right after 6 months in a job. Acas is clear that ending someone's probation before then doesn't avoid legal risks, because other protections still apply, such as those for discrimination, whistleblowing and breach of contract.
Some rights apply from the first day whatever the probation, including the minimum wage, holiday and protection from discrimination.
When to hold probation reviews
Acas says it's for the employer to decide how many reviews to hold and when. It suggests regular formal reviews during probation and a final review, with informal check-ins throughout. Each review is a two-way conversation between the employee and their manager.
The template has check points at 1, 3 and 6 months for a six-month probation. Change the timings to fit the length you use. What to cover at each one:
1 month: settling in
Check the basics are in place and nothing about the role is unclear.
What to cover
- Induction and required training so far
- The expectations agreed at the start, and whether they're clear
- Early feedback, and any support or adjustments needed
Questions to ask
- How are you settling in?
- Is anything about the role different from what you expected?
- What would help you most over the next two months?
3 months: progress
Look at progress against each expectation, with examples.
What to cover
- Progress against the expectations, with examples
- Feedback, for example from colleagues or customers
- Anything not yet on track, and the support or training that will help
Questions to ask
- What has gone well so far?
- Where do you feel less confident?
- Is the support we agreed helping?
Final review: the decision
Hold it early enough to confirm an extension before probation ends, if one is needed.
What to cover
- Whether the expectations have been met, using the evidence from earlier reviews
- The outcome: passed, extended or not passed
- What happens next, such as new terms or regular one-to-ones
Questions to ask
- How do you feel your probation has gone?
- What would you like to develop next?
- Is there anything you'd like to raise before we confirm the outcome?
Preparing for each review
Acas advises preparing for each review, and keeping a record of each meeting that you share with the employee afterwards, handled in line with UK GDPR.
- Look again at the expectations agreed at the start and the work so far
- Gather feedback, for example from colleagues or customers
- Share the information with the employee before the meeting
- Ask about reasonable adjustments, for example for a disabled employee
- Write up what was agreed and share the record after the meeting
A filled-in example
How a finished probation record reads for Amelia Hughes, a fictional customer service adviser. Each check point records progress, the support agreed and her own comments, so the final decision rests on evidence.
- Manager
- Daniel Price
- Probation
- 6 months, from 6 July 2026 to 5 January 2027
- Expectations
- Calls and emails to the team standard by month 3, data protection and health and safety training in the first month, and satisfactory attendance
- 1 month
- 6 August 2026. Settling in well, mandatory training complete. Two billing refresher sessions agreed with Priya Shah
- 3 months
- 6 October 2026. Meeting the call standard, but email replies slower than the target. Email templates and a weekly email review for six weeks
- Final review
- 15 December 2026. Email replies now on target and two customers gave positive feedback. Outcome: passed
- Confirmed
- In writing on 16 December 2026, with a one-to-one booked for 12 January 2027
Extending probation
Acas suggests an extension when performance isn't yet where it needs to be but is likely to improve with more support or training. Confirm the extension before the original probation period ends, or it could be a breach of contract, and update the written statement within one month.
Agree the details with the employee and record them on page two of the template:
- How long the extension lasts
- The review points during it
- What needs to improve, and the support or training you'll give
- When the final review will be
- The possible outcomes
When probation ends
If earlier reviews were honest, the outcome of the final review shouldn't come as a surprise. When someone passes, confirm it in writing and set out any new terms.
Acas says employees should still have regular check-ins with their manager after probation ends. A short one-to-one keeps support and development going, and the next appraisal picks up the year as a whole.
Probation reviews in SkillProof
From the Growth plan, SkillProof's structured review workflows include probation reviews as a review type that an owner switches on in Settings. Review meeting records sit with the person, with staff confirmation and manager sign-off, and you can bring their training, evidence, CPD and objectives into the discussion.
Sign-off is an internal workflow record, not a legally defined electronic signature. Growth includes the standard Reviews workflow; custom review templates are on Professional and Enterprise. SkillProof records the review, and the decision stays with you.
Official guidance used for this guide
Checked
Acas probation guidance, last updated 7 October 2026, used for this article. Take advice on individual employment decisions.
Questions this guide answers
How long is a probation period in the UK?
There's no set length and no legal requirement to have one. Acas says probation can be any length of time, so choose a length that suits the role and put it in the contract or written statement.
What happens at a probation review?
The employee and manager look at progress against the expectations set at the start, feedback so far and any support needed. The final review decides whether probation is passed, extended or not passed.
Can you extend a probation period?
Yes, if performance isn't yet satisfactory but is likely to improve with support. Acas advises confirming the extension before the original probation ends and updating the written statement within one month.
What changes for probation in January 2027?
From 1 January 2027, under the Employment Rights Act 2025, protection from unfair dismissal becomes a right after 6 months in a job. Acas notes that ending probation before then doesn't avoid legal risks.
Is the template free?
Yes. The Word template is free to download and edit, with no sign-up required.