Probation periods give employers and employees an important opportunity to make sure a new role is working for both sides.

But with changes to unfair dismissal rights approaching, now is a good time for UK employers to review how probation periods are managed and make sure important review dates aren’t being overlooked.

What is changing with probation periods?

From January 2027, the qualifying period for ordinary unfair dismissal protection is due to reduce from two years to six months. This means employers will have a much shorter window in which to assess new employees before these protections apply.

For businesses, this makes effective probation management and regular employee reviews increasingly important.

Why should employers review their probation process?

A probation period shouldn’t simply be a date in the diary.

It should give managers an opportunity to review performance, discuss any concerns, recognise progress and make sure employees have the support they need.

Leaving these conversations until the end of a probation period can make decisions more difficult. Regular check-ins throughout the process give both the employee and manager a clearer understanding of how things are progressing.

Businesses should also make sure employment contracts, probation clauses and notice periods remain appropriate ahead of the upcoming changes.

Keeping accurate employee records

Good record keeping is another important part of managing probation periods.

Managers should keep clear records of reviews, objectives, training, performance discussions and any support provided during an employee’s probation.

Having this information available creates a clearer picture of an employee’s progress and helps businesses make informed decisions when their probation review approaches.

Don’t forget absence and annual leave

Annual leave and employee absence can also affect the probation period.

If an employee has taken time away from work, managers need an accurate record of their absence when reviewing their progress. Having clear visibility of annual leave,

sickness and other absences can provide useful context and help managers plan review meetings at the right time.

How LeavePlanner can help

LeavePlanner provides businesses with a simple way to record and manage annual leave and employee absence.

With employee leave information available in one place, managers have better visibility when planning probation reviews, managing team availability and keeping employee records organised.

Get your processes ready

With employment law changing, businesses shouldn’t wait until 2027 to think about their probation processes.

Reviewing how probation periods, employee records and absence are managed now can help create a clearer and more consistent approach for managers and employees.

Looking for a simpler way to manage employee leave and absence? Get in touch with LeavePlanner today to find out how we can help.