Managers guide to managing probationary periods
The purpose of this guide is to assist line managers in understanding the processes involved in managing probationary periods, as well as to explain the law and good practise in this area.
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Managers guide to managing probationary periods
The aim of probation
A probationary period is a period of trial for a new employee. It enables both the line manager and the employee to objectively assess whether the new employee is suitable for the role, taking into account the individual's overall capability, skills, performance, and general behaviour in relation to the job in question.
There is a strong case to be made that using probationary periods increases the likelihood that new employees will succeed in their jobs. In the absence of an effective probationary review process, an employee who is unsuitable for the job may be retained indefinitely.
Line managers should therefore identify and address any unsatisfactory performance or behaviour during the probationary period.
It is much easier for line managers to address issues as they arise. If they allow them to continue, the problems are likely to be exacerbated.
It is also preferable for employees to receive immediate feedback rather than remain unaware of their manager's unhappiness. They will have a fair chance to improve their performance or change their behaviour if they receive feedback.
Length of probationary periods
There is no standard probation period because the length of time required to objectively assess a new employee's performance depends on the complexity and seniority of the job.
A probationary period is typically three months for unskilled, clerical, or junior administrative or technical positions, and six months for management, supervisory, professional, or senior technical positions.
A probationary period should be long enough to allow the employee to settle in and learn the essentials of the job. It should also be long enough for the manager to determine whether or not the employee is capable of meeting the job requirements. However, the probationary period should not be any longer than is necessary to achieve these goals.
At the time of recruitment, the period of probation applicable to each individual, as well as the terms that apply during probation, should be clearly defined
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Frequently Asked Questions
Frequently Asked Questions
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Can I use this template in my small business?
Yes. The Managers guide to managing probationary periods is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this template compliant with 2025 UK employment law?
Absolutely. Like the Managers guide to managing probationary periods, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise this template for my organisation?
Yes, in the Managers guide to managing probationary periods, as with all of our templates, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access to the template?
Yes. Once purchased, you'll be able to download the Managers guide to managing probationary periods instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need more help, not just this template?
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to managing probationary periods along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need a complete HR library.
