Getting ready for changes to probation periods in 2027
Most employers use probation periods when someone new joins the business. It’s a chance to check they’re the right fit for the role and the team.
But changes to the law mean it’s time to take another look at how probation is used.
What’s changing?
Right now, employees usually need two years’ service before they can make an unfair dismissal claim.
From 1 January 2027, this will change to just six months.
This means employers will have much less time to assess new starters before they gain legal protection.
Why this matters
If someone starts work on or after 1 July 2026, they will reach six months’ service by 1 January 2027.
In simple terms, this gives employers a much shorter window to:
- Spot any issues
- Support the employee
- Decide whether they are right for the role
A simple change that can help
A three-month probation period is likely to work better going forward.
It:
- Gives employees time to settle in
- Helps managers review performance earlier
- Allows issues to be picked up quickly
If needed, the probation period can still be extended.
Making probation work properly
Probation should not just be a formality.
To make it effective, managers should:
- Check in regularly with new starters
- Be clear about expectations
- Give honest feedback
- Keep notes of any concerns
If there are problems, it’s important to deal with them early.
Important to remember
Some risks don’t depend on length of service. Employees can raise certain claims from day one, such as:
- Discrimination
- Whistleblowing
This means decisions must always be fair and supported by evidence, even during probation.
Getting it right
A good probation process isn’t just about reducing risk.
It also helps new employees understand what’s expected and gives them the best chance to succeed.
Next steps for employers
With these changes coming, now is a good time to review:
- Contracts
- Probation processes
- How new starters are supported
Putting a simple, structured process in place will help you make the right decisions early and avoid problems later on.
Need support with your probation process?
The changes coming into force in 2027 will significantly reduce the time you have to assess new employees — making it more important than ever to have a clear, structured and well-managed probation process in place.
At Perspective HR, we work with our clients to make sure they feel confident managing probation periods from day one.
We can support you with:
- Reviewing and updating your employment contracts to reflect the upcoming changes
- Designing a clear, practical probation process that managers can easily follow
- Providing ready-to-use templates, letters and review forms
- Advising on live cases, including performance concerns, conduct issues and extensions
- Supporting you to make fair, evidence-based decisions and reduce legal risk
Whether you need a full review of your current approach or just some guidance on a specific situation, we’re here to help.
Get in touch today for clear, practical advice and make sure your probation process is ready for the changes ahead.