UK HR Term
Probation period
A probation period is a defined window at the start of an employment relationship — typically three to six months — during which the employer assesses the employee's suitability for the role and reduced notice may apply.
In plain English
Probation is a defined window at the start of an employment relationship — typically three to six months — when both sides assess whether the role is the right fit. The employer can review performance more closely; the employee can decide whether to stay.
Not a statutory concept
There is no UK law that creates probation periods. They exist only because the employment contract says so. If the contract is silent on probation, there is no probation — the employee starts on the standard terms from day one.
What's typically different during probation
- Notice period — often shorter (one or two weeks) than the standard period.
- Benefits — enhanced sick pay, private medical, pension contributions above auto-enrolment minimums, may not start until probation is passed.
- Performance review — usually a formal mid-probation review and an end-of-probation decision.
What stays the same
Statutory rights apply from day one regardless of probation:
- National Minimum Wage / National Living Wage
- Statutory holiday (5.6 weeks pro-rata)
- Statutory sick pay (if eligible)
- Auto-enrolment pension assessment
- Anti-discrimination protection
- Statutory minimum notice (after one month's service)
Unfair dismissal protection is the main right that doesn't apply during probation — but that's because it doesn't apply for the first two years of employment generally, not because of probation.
Extension
A probation period can be extended only if the contract permits it. Extensions should be in writing, with clear performance objectives and a defined end date.