---
title: "UK Probation Period 2026 | No Statutory Cap"
description: "UK probation 2026: no statutory cap, typical 6 months by convention. Fair procedure required. Qualifying period for unfair dismissal drops to 6 months in 2027."
canonical: https://www.teamed.global/country-hiring-guides/united-kingdom/probation-and-onboarding
---

United Kingdom · Probation and onboarding child

Served by Teamed-owned entity: Teamed Ltd, London

# How does *UK probation* work in 2026?

No statutory maximum. Typical 6 months by convention. Fair procedure applies throughout. The proposed 9-month statutory probation was dropped from the Employment Rights Act 2025. What lands instead: the unfair-dismissal qualifying period drops from 24 months to 6 months on 1 January 2027.

Last reviewed 20 May 2026 · United Kingdom guide

![A view of central London at golden hour, the Thames in the foreground.](/images/country-guides/uk-probation.webp)

Illustration · London, United Kingdom

Answer.cite this

There is no statutory maximum probation period in the UK in 2026.

The proposed 9-month statutory probation was dropped from the Employment Rights Act 2025.

Typical probation runs 6 months by convention. The contract defines the length.

Notice during probation is 7 days by law, often set contractually at the same figure.

From 1 January 2027, unfair-dismissal protection begins after 6 months of service, down from the current 24 months.

Probation is not a licence to skip procedure. Fair process is required even during probation.

![Hands working through paperwork with a pencil.](/images/country-guides/ak-worker-class-polaroid.webp)

Sign here

## What does UK probation actually do?

Probation in the UK is a contractual mechanism. It is not a statutory one.

It defines a review window. The employer assesses fit. The employee can leave with shorter notice.

Probation does not change the legal employment relationship. Employment rights apply from day one.

What probation typically modifies in the UK contract:

- **Shorter notice period during probation.** Usually 7 days instead of the post-probation contractual notice.
- **Documented review meetings.** Typically at 1 month, 3 months, and end of probation.
- **Reduced benefits.** Some employers withhold private medical or enhanced sick pay until probation passes.
- **Performance criteria.** Clear pass criteria tied to passing probation.

What probation does **not** change:

- The statutory minimum notice from the employer stays 1 week after one month of service, regardless of probation status.
- Discrimination protections apply from day one, regardless of probation.
- The obligation to follow fair procedure before dismissal still applies during probation.

## How long should UK probation be?

Typical probation runs 6 months for mid-level roles.

Junior roles often use 3 months. Senior or specialised roles sometimes run longer.

There is no statutory maximum. The contract sets the period.

Probation length by role type (mid-market UK pattern):

| Role type | Typical probation | Notes |
| --- | --- | --- |
| Customer support, junior admin | 3 months | Quick fit assessment |
| Mid-level engineering, marketing, ops | 6 months | Time for a proper performance view |
| Senior engineering, account manager | 6 months | Same window as mid-level |
| Senior management, director, head-of | 6 to 9 months | Longer ramp; harder to measure quickly |
| C-suite, founding team | 3 to 6 months (notice often 6+ months) | Short probation, long notice |

### The 9-month statutory probation that was dropped

During the Employment Rights Bill consultation, the government floated a statutory probation period with a stated preference for 9 months, paired with a lighter-touch dismissal process inside that window. That proposal was not included in the final Employment Rights Act 2025, which received Royal Assent on 18 December 2025. There is no statutory probation regime in the Act.

What the Act does change: the unfair-dismissal qualifying period drops from 24 months to 6 months, commencing 1 January 2027. Probation remains a contractual mechanism, but the window in which a dismissal carries no ordinary unfair-dismissal risk shrinks from 24 months to 6 once that change takes effect.

## Fair procedure during probation: the trap most employers fall into

Probation is not a licence to dismiss without process.

UK tribunals look at whether reasonable steps were taken to support the employee.

They also look at whether the dismissal reason was genuine and the process was sound.

Skip the procedure and you expose the business to contractual claims and, post-2027, unfair-dismissal claims.

What fair procedure during probation looks like in practice:

1. **Set clear pass criteria at the start.** Written, role-specific, signed off by the line manager.
2. **Hold the planned review meetings.** At 1 month, 3 months, and pre-end. Document what was discussed.
3. **Put performance concerns in writing.** An email summary after a 1:1, kept in the employee file.
4. **Give the employee a genuine chance to improve.** Formal feedback, support plan, training if relevant.
5. **If terminating, hold a probation review meeting.** Invite the employee, explain the issues, let them respond.
6. **Confirm in writing.** Outcome, reasons, notice details.
7. **Offer a right of appeal.** Not strictly mandatory before January 2027, but strongly advisable.

The procedural lift is not large. A couple of meetings and some documentation. But it is the difference between a clean exit and a contested one.

1. Set clear pass criteria at the start Write role-specific pass criteria before the employee starts. Have the line manager sign them off and share them with the employee in writing on day one.
2. Hold the planned review meetings Run the scheduled reviews at month 1, month 3, and before the probation end date. Document what was discussed and send a written summary to the employee after each meeting.
3. Put performance concerns in writing If concerns arise between reviews, record them in writing promptly. An email summary after a 1:1 kept in the employee file is sufficient. Do not save concerns for the end-of-probation meeting.
4. Give a genuine opportunity to improve If the employee is not meeting the criteria, tell them clearly and give them a realistic chance to close the gap. Provide feedback, support, and training where relevant before any termination decision.
5. Hold a probation review meeting before any termination Invite the employee to a formal review meeting. Explain the concerns, let them respond, and consider what they say before confirming the outcome.
6. Confirm the outcome in writing Whether the employee passes, the probation is extended, or the employment ends, put the decision in writing with the reasons, the notice period, and the effective date.

## Probation extensions: when and how

Probation can be extended if the employer is genuinely unsure but believes more time could resolve it.

Extensions of 1 to 3 months are common.

Beyond that, the employer is usually better off confirming the role or ending it.

Common extension triggers:

- Performance is close but not quite there. Extra time with clear criteria might tip it.
- External factors interrupted the assessment: illness, prolonged client delays, restructuring.
- Role responsibilities changed during probation, making the original criteria less relevant.

How to extend properly:

1. **Hold a review meeting before the extension.** Do not just announce it.
2. **Document the specific concerns in writing.**
3. **State clearly what the employee must demonstrate** during the extended period.
4. **Confirm the extension in writing** with the new end date.
5. **Hold the extended review at the new end date.** Do not roll it over again without a genuine reason.

## The 30-60-90 day onboarding standard

Good UK onboarding follows a 30-60-90 day structure.

Month 1 is orientation and observation. Month 2 is contribution and feedback. Month 3 is independent delivery and probation review.

The framework forces the manager to think about milestones, not just task lists.

| Phase | Day range | Manager focus | Employee focus |
| --- | --- | --- | --- |
| Orientation | Days 1 to 30 | Introductions, context, expectations, tools access | Listen, learn, understand the system, build relationships |
| Contribution | Days 31 to 60 | Stretch tasks, structured feedback, identify gaps | Deliver first independent work, ask clarifying questions |
| Independence | Days 61 to 90 | Full ownership of role scope, probation review preparation | Demonstrate role-readiness, raise concerns proactively |

The probation review at day 90 (or day 180 for a 6 months probation) is the meaningful checkpoint. If the employee has been kept in the dark about performance concerns for 90 days and learns about them only at the review meeting, that is a procedural failure regardless of the substantive outcome.

## How does Teamed handle UK probation and onboarding?

Teamed becomes your legal [employer of record](/employer-of-record) in the United Kingdom for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency.

Probation structure, document templates, review support, and fair-procedure guidance all run on **one platform**.

**Real HR and legal experts** handle your UK hires from the first offer letter through every review meeting and probation outcome. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice.

Teamed's standard UK service for probation and onboarding:

- UK contract includes a configurable probation clause (3, 6, or 9 months as specified)
- Probation review templates provided to client managers at month 1 and month 3 (and month 5 for a 6 months probation)
- UK People Ops attends end-of-probation review on request when a difficult decision is on the table
- Documentation handled centrally: feedback summaries, performance notes, formal warnings
- If termination during probation: Teamed runs the procedure. The client decides the substantive outcome.

The split is clear. The client owns the relationship and the performance assessment. Teamed owns the procedure, documentation, and legal-employer mechanics. That combination keeps probation dismissals defensible without burdening the client with procedural admin.

Key sources: [ACAS employment advice](https://www.acas.org.uk/), [GOV.UK employing people](https://www.gov.uk/browse/employing-people), and [Employment Rights Act 1996](https://www.legislation.gov.uk/ukpga/1996/18/section/1).

## Frequently asked questions

Is there a statutory maximum probation period in the UK?

No. UK probation is a contractual mechanism, not a statutory one. There is no statutory maximum. The contract sets the length. The government proposed a 9-month statutory probation during the Employment Rights Bill consultation, but that proposal was dropped from the final Employment Rights Act 2025. Typical probation runs 6 months by convention for mid-level roles.

What notice period applies during a UK probation period?

The legal minimum notice from the employer during probation is 1 week after one month of service. From the employee, it is 7 days. Teamed's standard UK contract sets a 7 days mutual notice period during probation. These are the legal floors. Contracts can specify longer notice.

Does the Employment Rights Act 2025 change probation in the UK?

The Act does not create a statutory probation period. What it does change is the unfair-dismissal qualifying period. From 1 January 2027, an employee becomes eligible to bring an ordinary unfair-dismissal claim after 6 months of service, down from the current 24 months. This means the window during which a dismissal carries no ordinary unfair-dismissal exposure shrinks from 24 months to 6. The procedural obligations during probation remain the same.

Can an employer dismiss during probation without following a process?

No. UK employment tribunals look at whether reasonable steps were taken to support the employee, whether the dismissal reason was genuine, and whether the decision-making procedure was sound. Even during probation, the employer must set clear pass criteria, hold review meetings, document concerns, give the employee a chance to improve, and confirm the outcome in writing. Skipping this exposes the business to contractual claims and, from January 2027, to unfair-dismissal claims within 6 months of start date.

What is the 30-60-90 day onboarding standard?

The 30-60-90 framework structures the probation period into three phases. Days 1 to 30 cover orientation: introductions, context, tools access. Days 31 to 60 cover contribution: first independent work, structured feedback. Days 61 to 90 cover independence: full role scope and the probation review. For a 6 months probation, the meaningful review checkpoint is day 180. If performance concerns are raised for the first time at the review meeting after months of silence, that is a procedural failure.

Teamed Legal Operations

Probation is the part of the employment lifecycle where US clients reach for at-will instincts. The UK answer is that at-will exists nowhere here. The fix is fair procedure done well, not skipped. The reviews you hold in probation carry real weight. Write things down.

A note from Tom Price-Daniel

The 9-month statutory probation was dropped from the Employment Rights Act 2025.  
What replaced it is harder: unfair-dismissal protection starts at 6 months from 1 January 2027, not 24 months.  
The clean-exit window shrinks from 24 months to 6. The reviews you hold in probation now carry real weight.

Tom Price-Daniel · Co-founder, Teamed

## Related United Kingdom guides

- [Hiring in the United Kingdom, overview](/country-hiring-guides/united-kingdom)parent
- [UK hiring guide](/country-hiring-guides/united-kingdom/hiring-guide)sibling
- [UK termination and severance](/country-hiring-guides/united-kingdom/termination-and-severance)sibling
- [UK compliance and day-one rights](/country-hiring-guides/united-kingdom/compliance-and-day-one-rights)sibling
- [Employer of Record overview](/employer-of-record)core
- [Talk to an expert](https://www.teamed.global/contact)CTA

A note on this page.

This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with GOV.UK, ACAS, and HMRC for the United Kingdom, or speak to a qualified professional, before relying on any specific framework.