27/07/2026
With all the discussion around the new unfair dismissal rights, I've noticed many employers talking about shortening probation periods to 3 or 4 months.
But why?
In my view, a probation period exists for a reason. It's not just there to protect the employer – it's equally important for the employee. It gives both parties the opportunity to assess whether the role, expectations, culture, and performance are the right fit.
Rather than reducing probation periods, organisations should focus on managing them properly.
A well-structured probation process should include:
✅ An initial probation meeting to clearly set objectives, expectations, targets, and standards.
✅ A midpoint review to assess progress. Are targets being met? If not, why? Does the employee need additional support, coaching, or training? Is management providing the tools and guidance needed for success?
✅ A final review before the end of the probation period to evaluate performance against agreed objectives, identify any remaining concerns, and determine whether further support is required.
The key is documentation and consistency.
Follow your probation process. Hold the meetings. Record discussions. Set clear expectations. Provide support where needed. Document outcomes.
If you manage probation periods effectively and fairly, there should be little reason to be concerned about the new unfair dismissal rules
Good people management has always been the best protection against employment disputes—and that hasn't changed.
What's your view? Are businesses overreacting by shortening probation periods, or is it a sensible precaution?
