The probation period is a vital phase of employment, for the employee to prove their skills and fit within the business, and for the employer to assess the new employee against their objectives and goals. Having a few structured probation period is going to support the employee in the first stages of their employment and will enable the line manager to set clear expectations to meet the performance standards required.
With the proposed day one right for unfair dismissal (2026), having an effective probation assessment programme in place is going to be critical for the employer.
The steps for an effective probation include:
Setting clear expectations – communication on what is expected within the probation period (normally three-six months) is key. It is the role of the line manager to ensure that the job is explained and that targets/objectives are provided.
‘Fit’ within the company is also an important factor, therefore the values, work expectations and behaviours to meet cultural objectives are a vital communication channel.
Understanding what is expected of the employee during this first period of employment sets them in the right direction.
Holding regular reviews – feedback during the probation period needs to be regular, waiting until the end of the probation period is not recommended. Holding regular reviews/1-2-1s, to discuss progress, achievements, and development areas gives both parties the opportunity to make adjustments.
Training – probation and onboarding is a critical development phase of employment. Training in all areas of the business should be provided to allow the employee to build up their knowledge not only of their job but also systems and technology, interaction with other departments and company processes. Investing time in training will equip the employee to drive their performance levels.
The outcome – at the end of the probation period a meeting is held to conclude the outcome of this first phase of employment. The meeting is conducted in a confidential place, with sufficient time allocated to feedback performance.
The probation period mostly goes well, and having a structured programme in place with good communication, clear objectives, sufficient training and support, will enable both parties to assess the suitability. However, in some instances, additional support is required where the employee is not performing or requires an adjustment. In these instances, HR should be alerted at an early stage of the probation period so that they can guide on how to effectively manage this matter.
In summary, an effective probation period is an essential tool to assess the employee’s suitability in a role at the first phase of their employment. A structured approach with regular reviews and good constructive feedback is essential.
The government propose making unfair dismissal a day one right. This means that the probation period is going to become a more vital tool in assessing the suitability of the new employee. It is recommended that employers look at their probation period and reviews now, to embed a more structured programme. Training line managers now, will reduce any issues when the new day one right for unfair dismissal comes into force (proposed 2026).
Reach out to our team of HR Consultants for a free assessment of your probation process, and to discuss line manager training at 0345 646 0406 or fill in our online enquiry form and we will be in touch.