As your HR consultant in Dorset, we explain how to manage probation fairly so you protect your business and support your new hire.

 

Probation periods give you space to check the fit, set clear expectations, and make informed decisions. Used well, they protect your business and help new team members succeed.

 

What probation really means for your business

 

Probation is a contractual trial period, not a legal requirement. Your contract can allow shorter notice periods and delay certain benefits until probation is passed.

 

Even so, statutory rights still apply from day one, including minimum wage, holiday pay, and protection from discrimination. Flexibility does not remove the need for a fair process.

 

Make probation work for everyone


 

1. Set clear expectations from the start

 

Share a job description with measurable goals for the first three months. Be specific about standards and what good performance looks like.

 

2. Get induction right

 

Provide a structured onboarding. Explain how your business works, introduce key people, and arrange the training they need. If issues remain after good onboarding, it is likely a performance or fit issue.

 

3. Review regularly and keep notes

 

Hold weekly check-ins at first, then move to monthly. Record progress, concerns, and agreed actions. Follow up in writing so everyone is clear on next steps.

 

4. Give a genuine chance to improve

 

If there is underperformance, explore why. Offer support such as extra training or clearer guidance. Ask what would help them succeed and agree practical actions.

 

When it still isn’t the right fit

 

Consider extending probation

 

If your contract allows, extend for a short period, usually a month. Put the reasons, goals, and review date in writing.

 

If dismissal is necessary

 

Follow a fair, simple process to reduce risk:

 

  • Invite them to a meeting in writing.

  • Explain your concerns with examples.

  • Give them the chance to respond.

  • Confirm the decision in writing and offer a right of appeal as good practice.


 

Looking ahead

 

Planned changes under the Employment Rights Bill could introduce day-one protection from unfair dismissal around 2026–27. Strengthening your probation process now will help you stay compliant if and when changes arrive.

 

Proactive steps you can take today

 

  • Document a clear probation procedure.

  • Train managers to run reviews and give constructive feedback.

  • Address concerns early and consistently.

 

We can help

 

Managing a failing probation is stressful, but you do not have to handle it alone.

 

As your outsourced HR consultant in Dorset, we review contracts and procedures, train managers, and support you through difficult cases so your approach is fair, compliant, and calm.

 

Book a confidential discovery call today.