{"id":436,"date":"2026-02-02T17:09:27","date_gmt":"2026-02-02T17:09:27","guid":{"rendered":"https:\/\/catapulthr.co.uk\/?p=436"},"modified":"2026-02-02T17:09:30","modified_gmt":"2026-02-02T17:09:30","slug":"probation-process-6-month-unfair-dismissal-sme-guide","status":"publish","type":"post","link":"https:\/\/catapulthr.co.uk\/fr\/probation-process-6-month-unfair-dismissal-sme-guide\/","title":{"rendered":"Probation is no longer \u201cwait and see\u201d \u2014 how the new 6\u2011month unfair dismissal rule changes everything (and what SMEs must do now)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">If you\u2019re running a small business, probation is often treated as a \u201csettling in\u201d period: a few informal chats, a couple of reminders, and then you decide whether it\u2019s working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That approach is about to get a lot riskier. Under the Employment Rights Act 2025, protection from ordinary unfair dismissal will become a right after six months of employment, instead of two years, and is due to come into force in January 2027.  This means that anyone hired from July 2026 will fall under this new rule.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This blog gives you a simple, practical probation process you can put in place now \u2014 so you\u2019re ready well before the change lands, and your managers aren\u2019t making it up as they go.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>WHAT\u2019S CHANGING (AND WHAT IS NOT)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Current position: an employee usually needs 2 years\u2019 service to bring an ordinary unfair dismissal claim.<\/li>\n\n\n\n<li class=\"\">Planned change: unfair dismissal protection will apply after 6 months\u2019 service from January 2027 (government briefings have referenced 1 January 2027).<\/li>\n\n\n\n<li class=\"\">Day\u2011one risks already exist: discrimination and certain automatically unfair dismissals (for example, whistleblowing) do not require 2 years\u2019 service \u2014 so probation has never been a \u201cfree pass\u201d.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>WHY SMES NEED TO TIGHTEN PROBATION NOW<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When probation goes wrong, it\u2019s rarely because you didn\u2019t \u201chave a policy\u201d. It\u2019s usually because expectations weren\u2019t clear, feedback wasn\u2019t consistent, and nothing was written down.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With a six\u2011month qualifying period, you have a much smaller window to identify issues, support improvement, and make a decision fairly \u2014 with a tidy paper trail.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>THE 5-STEP PROBATION FRAMEWORK (LIGHTWEIGHT, TRIBUNAL\u2011READY)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1) Week 1: clarify \u201cwhat good looks like\u201d (in writing)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Create a one\u2011page Role Success Summary with 5\u20138 bullet points: core responsibilities, standards, and the first-month priorities. This avoids the \u201cthey should just know\u201d problem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2) Day 30: quick check\u2011in + written summary<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Use a 20\u2011minute check\u2011in. Capture: what\u2019s going well, what needs to improve, what support you\u2019ll provide, and what you\u2019ll review next time. A short email summary is enough.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3) Day 60\u201390: mid\u2011probation review (this is the turning point)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If there are issues, keep it focused: agree 2\u20134 improvement points, describe what \u201cbetter\u201d looks like with examples, set check\u2011in dates, and note any training\/coaching you\u2019ll provide.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4) Day 120\u2013150: decision window (don\u2019t leave it late)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By month 5, you should already know which way it\u2019s going: confirm pass, extend probation (if your contract allows) with clear reasons and targets, or move to a fair capability\/conduct process if needed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5) Keep a tiny paper trail (the essentials)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Dated notes of key conversations (factual, not emotional)<\/li>\n\n\n\n<li class=\"\">Targets agreed + timescales<\/li>\n\n\n\n<li class=\"\">Support offered (training, shadowing, clearer instructions)<\/li>\n\n\n\n<li class=\"\">A fair chance to improve<\/li>\n\n\n\n<li class=\"\">A clear decision rationale<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>MANAGER SCRIPT: WHAT TO SAY WHEN PERFORMANCE ISN\u2019T GOOD ENOUGH<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cI want you to succeed here, so I\u2019m going to be clear about what needs to change. The role needs X and Y, and right now we\u2019re seeing A and B. Let\u2019s agree what good looks like, what support you need, and what we\u2019ll review by [date]. I\u2019ll summarise this in writing so we\u2019re both clear.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>COMMON MISTAKES TO AVOID<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Relying on vague \u201cculture fit\u201d comments instead of observable examples<\/li>\n\n\n\n<li class=\"\">No onboarding structure \u2014 then blaming the employee for not knowing<\/li>\n\n\n\n<li class=\"\">Mixed messages from different managers<\/li>\n\n\n\n<li class=\"\">Avoiding feedback until the end of probation<\/li>\n\n\n\n<li class=\"\">No written summaries or action points<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>YOUR SME PROBATION CHECKLIST (COPY\/PASTE)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Contract includes probation length + right to extend + notice during probation<\/li>\n\n\n\n<li class=\"\">Role Success Summary template used in Week 1<\/li>\n\n\n\n<li class=\"\">Diary set: Day 30, Day 60\/90, Day 120\/150<\/li>\n\n\n\n<li class=\"\">Simple review form used (goals, feedback, support, next steps)<\/li>\n\n\n\n<li class=\"\">Managers trained on one consistent approach and language<\/li>\n\n\n\n<li class=\"\">Decision taken by month 5 (pass\/extend\/exit fairly)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>OPTIONAL: THE TEMPLATES YOU NEED (SIMPLE VERSIONS)<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Template A \u2014 Role Success Summary (one page)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Role purpose (1\u20132 lines)<\/li>\n\n\n\n<li class=\"\">Top 5 responsibilities<\/li>\n\n\n\n<li class=\"\">Quality standards (what \u201cgood\u201d looks like)<\/li>\n\n\n\n<li class=\"\">First 30-day priorities<\/li>\n\n\n\n<li class=\"\">How performance will be measured (examples)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Template B \u2014 30\/60\/90-day review (10 minutes to complete)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Progress since last review (bullets)<\/li>\n\n\n\n<li class=\"\">What\u2019s working well (2\u20133 bullets)<\/li>\n\n\n\n<li class=\"\">What must improve (2\u20134 bullets)<\/li>\n\n\n\n<li class=\"\">Support\/actions from manager<\/li>\n\n\n\n<li class=\"\">Employee comments<\/li>\n\n\n\n<li class=\"\">Next review date + targets<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Template C \u2014 Probation extension letter (short)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Reason for extension (factual)<\/li>\n\n\n\n<li class=\"\">Extension period + new review date<\/li>\n\n\n\n<li class=\"\">Improvement targets + how they\u2019ll be measured<\/li>\n\n\n\n<li class=\"\">Support offered<\/li>\n\n\n\n<li class=\"\">Consequence if targets aren&#8217;t met<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>If you want a probation process that is clear, consistent and easy for managers to use, I can help you set it up quickly \u2014 including templates, manager scripts and a simple tracking system.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Rhonda Dinzey (Assoc CIPD) | <a href=\"https:\/\/catapulthr.co.uk\/\" type=\"link\" id=\"https:\/\/catapulthr.co.uk\/\">Catapult HR Services<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Acas: Employment Rights Act 2025 (unfair dismissal to 6 months; January 2027)<\/li>\n\n\n\n<li class=\"\">Acas: Unfair dismissal (current 2-year qualifying period)<\/li>\n\n\n\n<li class=\"\">GOV.UK: Update on Employment Rights Bill (confirmed move from 24 months to 6 months)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you\u2019re running a small business, probation is often treated as a \u201csettling in\u201d period: a few informal chats, a couple of reminders, and then you decide whether it\u2019s working. That approach is about to get a lot riskier. Under the Employment Rights Act 2025, protection from ordinary unfair dismissal will become a right after [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":414,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[1],"tags":[29,31,27,30,28],"class_list":["post-436","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-employment-law-updates","tag-manager-training","tag-probation","tag-uk-smes","tag-unfair-dismissal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Probation is no longer \u201cwait and see\u201d \u2014 how the new 6\u2011month unfair dismissal rule changes everything (and what SMEs must do now)Probation Process UK (2026\/27) \u2014 6\u2011Month Unfair Dismissal Rule SME Guide - Catapult HR Services<\/title>\n<meta name=\"description\" content=\"Preparing for 6-month unfair dismissal rights (Jan 2027)? 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