Recruitment Is Only the Beginning – Are You Managing Probation Properly?

Consensus HR | Hertfordshire, Bedfordshire & Cambridgeshire

You have advertised the vacancy.

You have interviewed candidates.

You have chosen your preferred person.

They have accepted.

Job done?

Absolutely not.

Recruitment is only the beginning of the employment relationship, and what happens during the employee’s first few months can become increasingly important for UK employers.

Probation Is Not Just a Date in the Diary

Too many organisations put a probationary period into the Contract of Employment and then forget about it until a reminder appears shortly before the end.

That defeats much of the purpose of probation.

A structured probationary process should help the employer assess:

• Performance
• Capability
• Conduct
• Attendance
• Training requirements
• Understanding of the role
• Integration into the business
• Whether expectations are being achieved

It should also allow the employee to raise questions, discuss concerns and obtain the support they need.

Why 2027 Makes This Even More Important

Under the Employment Rights Act 2025, the qualifying period for ordinary unfair dismissal protection is scheduled to reduce from two years to six months from 1 January 2027.

This means employers should be reviewing their recruitment and probation processes now.

Importantly, probation itself does not remove employment rights.

Employees can already have important protections from the beginning of employment, including in relation to discrimination and certain automatically unfair reasons for dismissal.

A probationary clause is therefore not a licence simply to dismiss somebody without considering the circumstances and following an appropriate process.

Don’t Wait Until Month Three or Six

A good probationary process involves regular checkpoints.

At Consensus HR, we advocate structured discussions throughout the probationary period rather than leaving everything until the end.

For example:

Week 1 – Initial expectations and settling in
Week 2 – Early progress and training
Month 1 – Formal progress review
Month 2 – Performance and development review
Month 3 – Formal probation review and appropriate next steps

The exact structure should reflect the role and agreed probation period, but the principle is straightforward:

Review. Discuss. Support. Document.

Comment from Matthew Chilcott – Owner, Consensus HR

“One of the biggest mistakes I see is businesses leaving probation until the very end.

I have used structured probationary management throughout my HR career, including within Forte Restaurants, Welcome Break and Three Valleys/Veolia Water.

Probation should be an active management tool, not simply a clause within somebody’s Contract of Employment.

If an employee is struggling in week three, why wait until month three to tell them?

Early conversations give people the opportunity to improve and give the employer evidence that the process has been properly managed.

With the unfair dismissal qualifying period reducing to six months from January 2027, getting probation right is becoming even more important.”

What If Performance Isn’t Good Enough?

Do not automatically jump to dismissal.

Consider:

• Has the required standard been explained?
• Has the employee received sufficient training?
• Have concerns been discussed?
• Has reasonable time been allowed to improve?
• Is additional support required?
• Could there be a disability or another protected issue to consider?
• Does the Contract or policy allow probation to be extended?
• Has everything been documented?

ACAS’s updated probation guidance states that dismissal during probation should be a last resort, with employers considering performance-management support or, where appropriate, an extension.

Our Probationary Period Workbook

Consensus HR can provide businesses with a structured First Three Months Probationary Period Workbook, helping managers follow a consistent process from the employee’s first week.

Ask us how the workbook can support your recruitment and probation process.

📞 01438 576750
✉️ [email protected]

Don’t recruit somebody and simply hope it works out. Manage the process.

Consensus HR – Clear, Commercial and Compliant People Management.

Useful Resources

ACAS – Probation Periods
https://www.acas.org.uk/probation-periods

GOV.UK – Employment Rights
https://www.gov.uk/employment-status/employee

Consensus HR
https://www.consensushr.com/