Practical advice and tools for HR practitioners on setting up effective probation processes and supporting managers and new starters
Effective probation periods matter. Now more than ever. From 1 January 2027, under the Employment Rights Act 2025, the qualifying period for an employee to bring a claim for ordinary unfair dismissal reduces from two years to six months of continuous service.
This is effectively ‘backdated’ so that any new hire who starts work on or after 1 July 2026 will be able to claim unfair dismissal on 1 January 2027 - after just six months’ service. Anyone recruited after 1 January 2025 will also be able to claim unfair dismissal on or after 1 January 2027, with less than two years’ service.
This means that probation periods will become a crucial management tool for employers. HR practitioners will play a valuable role in ensuring that probation processes assess performance and successful completion of induction (or onboarding) activity prior to this six-month service. This change to the law also increases the importance of evidence-based probation processes and taking a more strategic approach to probation management. Effective probation processes will not only ensure legal compliance but will support organisational performance and productivity.
Use this guide and the tools to ensure your probation processes are not only legally compliant but also ensure the best outcomes to enable high performance from new starters.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Managers must keep records of probation period activities. Notes and observations should be objective and factual.
Understand the impact the changes to tribunal time limits will have on your practice
Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
Understand the impact the changes to public sector outsourcing will have on your TUPE processes
Explore the resources you need to comply with changes to right of access, balloting and protections for trade union reps under the Employment Rights Act 2025
Advice for people professionals on handling discipline and grievance procedures
How to develop, communicate and implement a generative AI policy in your workplace. Including downloadable policy design checklist.
This guide provides practical advice on carrying out key checks during recruitment to ensure an employee has the right to work, what visa considerations to make and practical aspects to consider when offering employment
A practical guide explaining the TUPE process, including examples and key considerations for employers