Fair & Square HR

06/07/2026

HR Announcement 📢
Following England’s win, Jude Bellingham has accepted a temporary role as Head of Absence Management.

“Have another shot and text your bosses…” 😂⚽

https://www.facebook.com/share/r/1GAGGCZaCe/?mibextid=wwXIfr

19/06/2026

When reviewing and tightening up a client’s probation process recently, I realised many businesses may still be focusing on the wrong outcome.

Pass probation.

Extend probation.

Fail probation.

Too often, probation is viewed as one of these three outcomes.

The question shouldn’t be:

“Will they pass probation?”

The question should be:

“What are we doing throughout probation to help them succeed?”

You hired that person for a reason.

You saw potential.

You believed they could add value to your business.

So why wait until a review meeting to have a meaningful conversation?

Probation should not be a waiting game.

It should be a structured process with regular review points throughout probation that provide opportunities to:

✅ set clear expectations

✅ provide training and support

✅ identify challenges early

✅ address concerns before they become bigger issues

✅ give regular feedback

✅ help employees improve and develop

Because, after all the support, guidance and training provided, if an employee is still not meeting the requirements of the role, there should be clear evidence showing why.

That creates clarity for everyone involved.

That’s not making probation harder.

It’s making probation fairer.

The purpose of probation shouldn’t be to catch people out.

It should be to give employees the best opportunity to succeed whilst giving the business a fair and structured process to follow.

If you’d like to see the probation management framework I’m developing to help SMEs prepare for the proposed six-month unfair dismissal qualifying period, feel free to reach out.

Always fair. Always square.

18/06/2026

Have your contracts, probation clauses and handbook been reviewed and updated ahead of the January 2027 unfair dismissal changes?

Do you currently have:

✅ probation clauses in contracts?
✅ extension clauses?
✅ handbook guidance?
✅ induction and onboarding processes?
✅ documented training and support plans?
✅ manager guidance?
✅ probation review forms?
✅ review checkpoints?
✅ documented objectives and expectations?
✅ evidence of support, training and feedback?
✅ extension letters?
✅ confirmation letters?
✅ unsuccessful outcome letters?
✅ appeal process following unsuccessful probation outcomes?
✅ a clear review timeline?
✅ a process managers can follow consistently?
✅ documentation to support decisions made during probation?

The proposed reduction in the unfair dismissal qualifying period to six months is expected to take effect from January 2027.

For businesses recruiting from July 2026 onwards, the timeline starts becoming relevant much sooner than many realise.

The question is not simply whether a probation policy exists.

It is whether your probation process gives managers enough time to identify concerns, provide support, hold review meetings, document decisions and reach a fair outcome before the six-month point becomes critical.

If you’re unsure whether your current probation arrangements are fit for purpose, now may be the time to review them.

📩 Drop me a message if you’d like me to review your probation process and identify any potential gaps.

Always fair. Always square.

17/06/2026

You hire someone.

The first month goes well.

The second month gets busy.

The probation review gets pushed back.

Then another month passes.

A few concerns start to appear.

Nothing major.

Just enough to make you think:

“We’ll keep an eye on it.”

Then one day you look at the calendar and realise they’re nearly six months in.

Now you’re trying to remember:

• Were the review meetings completed?

• Were expectations documented?

• Was feedback recorded?

• Was support offered?

• If probation needs extending, is there still enough time?

For many SMEs, probation doesn’t go wrong because there is no policy.

It goes wrong because there is no clear structure behind the process.

Review meetings are delayed.

Check-ins happen informally.

Concerns are identified but not always documented.

Before anyone realises it, important probation milestones have been missed.

This is also why the timing matters now.

The proposed January 2027 changes are expected to reduce the qualifying period for unfair dismissal claims from two years to six months.

Employees recruited from July 2026 onwards could therefore reach six months’ service around the time those changes take effect.

For businesses, that means now is the time to review whether probation processes are structured, documented and fit for purpose.

That’s why I created the Probation Process Reality Check.

A practical checklist to help business owners review whether their probation process gives them enough structure, enough evidence and enough time before the six-month point becomes critical.

📎 Download the checklist using the link below

https://fair-square-hr.kit.com/probation-checklist

Always fair. Always square

10/06/2026

🚨 Many probation processes were never designed with a 6-month unfair dismissal qualifying period in mind.

This will fundamentally change employment practice from 1 January 2027, when the unfair dismissal qualifying period is expected to reduce from two years to six months.

This adjustment represents a significant shift.

The timeframe for managing probation concerns, reviews, extensions and dismissal decisions will become considerably more limited.

The reduced qualifying period means employers will need to carefully review and tighten their probationary processes.

To assist businesses in navigating this transition, I developed the:

Probation Process Reality Check

A practical checklist to review whether their probation process could stand up to the January 2027 changes.

Inside:

→ the probation timing risks many SMEs may not have reviewed yet
→ the review points that are often missed
→ the documentation gaps that cause problems later
→ the extension risks businesses need to think about
→ the areas to tighten before the 6-month point becomes critical

Download your free Probation Process Reality Check below. 👇

fair-square-hr.kit.com/probation-checklist

Always fair. Always square.

Download a practical checklist for business owners reviewing probation timelines, policy wording, extension procedures and documentation before July 2026 hires reach the proposed 6-month unfair dismissal qualifying period.

10/06/2026

Fair & Square HR helps business owners manage their people with clarity, confidence and fairness.

Whether it’s absence, conduct, capability, probation, performance concerns, grievances or workplace conflict, I support businesses to manage people issues fairly and with clear process.

I also provide support with contracts, policies, HR documentation and compliance, helping businesses put practical HR foundations in place and navigate difficult situations when they arise.

Based in Shrewsbury and supporting businesses across Shropshire and beyond through remote, on-site or hybrid support.

For HR support or an initial conversation, please send a message through this page or email [email protected]

Always fair. Always square.