The way UK businesses manage probation periods is changing. 👀
From 1 January 2027, ordinary unfair dismissal protection is expected to apply after six months of qualifying service under the Employment Rights Act 2025. That means employers need to rethink how they assess new starters, manage performance and make employment decisions.
At Hello Chief, we recommend considering a five-month probation period, supported by structured performance reviews. Not because five months is a legal requirement, but because waiting until the end of a six-month probation could create unnecessary risks.
Here’s how to get ahead:
✅ Month 1: Set clear expectations, responsibilities and performance goals.
✅ Month 3:*Review progress, provide honest feedback and identify areas for improvement.
✅ Month 5: Assess performance, document your findings and make an informed decision.
But here’s the real issue: **probation problems often start with poor management, not the probation period itself.**
When managers delay feedback, skip check-ins or leave concerns unaddressed, employees can reach the end of probation without knowing there’s a problem.
So, what should your business do now?
✨ Review your employment contracts and probation policies.
✨ Make performance reviews regular and meaningful.
✨ Train managers to address concerns early.
✨ Document feedback, support and performance decisions.
Remember, a five-month probation period is not a legal requirement or a shortcut around employee rights. Every employment decision must still be handled appropriately and lawfully.
Don’t wait until January 2027 to fix processes that need attention today.
At Hello Chief, we help businesses build practical people processes that support better decisions, stronger managers and successful teams.
🔗 Visit [hellochief.co.uk](https://www.hellochief.co.uk/) to prepare your people processes for 2027 and beyond.
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