Free UK probation review template to edit

Use the template

Prepare the probation review

Edit the record before the meeting, share the evidence being discussed and complete the outcome with the employee rather than scoring them in private.

Editable probation review record

Probation review record

Review details

Employee: [name]
Role: [job title]
Manager: [name]
Review date: [date]
Review point: [early / mid-point / final / extension]
Probation period and contractual end date: [details]

1. Expectations reviewed

Role expectations agreed for this period:
• [expectation]
• [expectation]
• [expectation]

Evidence considered and shared before the meeting:
• [work, feedback or result]
• [work, feedback or result]

2. What is going well

Specific strengths and contribution:
[Write the evidence, not a personality label.]

Progress since the last review:
[Record what changed and what helped.]

3. The employee's view

How the role and organisation feel so far:
[Employee comments]

Questions, concerns or context the employee wants recorded:
[Employee comments]

4. Support and adjustments

Training, information, equipment, management support or mentoring already provided:
[Details]

Support still needed:
[Details, owner and date]

Any reasonable adjustment discussed or requested:
[Record the practical decision and follow-up. Do not include unnecessary medical detail.]

5. Priorities before the next review

Priority 1: [specific outcome]
How progress will be seen: [evidence]
Support or action: [details]
Owner: [name or role]
Review date: [date]

Priority 2: [specific outcome]
How progress will be seen: [evidence]
Support or action: [details]
Owner: [name or role]
Review date: [date]

6. Review outcome

[Select the outcome that follows your contract and process.]

□ Continue to the next planned review
□ Probation completed successfully
□ Propose an extension under the contractual process
□ Move to a separate formal process before any dismissal decision

Reason and evidence for the outcome:
[Details]

If an extension is agreed, record the length, reason, expectations, support, review points, final review date and possible outcomes in writing before the original probation ends.

If dismissal may be considered, stop using this review form as the decision process. Follow a separate fair procedure, give the correct notice and take advice where needed.

7. Confirmation

Actions agreed: [details]
Next meeting: [date]
Manager comments: [details]
Employee comments: [details]

Record shared with employee on: [date]
Employee acknowledgement route: [details]
Manager name and date: [details]
Employee name and date: [details]

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Make it yours

Hold a useful review in three steps

Prepare specific evidence, make room for the employee's view and finish with support, actions and a properly recorded outcome.

1
Share the evidence
Compare work with expectations already communicated. Give the employee enough information to prepare for the conversation.
2
Make it two-way
Discuss contribution, wellbeing, questions, training and reasonable adjustments rather than reading out a manager's verdict.
3
Record the next step
Set specific actions and support. If extension or dismissal is possible, follow the contract and the separate fair process it requires.

Check before you use it

The probation clause and review dates in the written terms have been checked
The employee has seen the expectations and evidence before the meeting
Feedback names observable work rather than personality or vague fit
Support, training and reasonable adjustments have been considered
Any extension can be confirmed before the original probation period ends
A possible dismissal is moved into a separate fair process with correct notice

Probation does not switch employment rights off

Probation is a contractual process, not a suspension of statutory rights. Discrimination, whistleblowing, notice, contractual and automatically unfair dismissal risks can apply from the start. In England, Scotland and Wales, the ordinary unfair-dismissal qualifying period changes from two years to six months on 1 January 2027. Northern Ireland has separate rules.

Put the process in one place

Keep onboarding actions visible

HollyHR keeps onboarding tasks and documents together while a new starter settles in. It does not run probation reviews, score performance or decide the outcome.

See onboarding in HollyHR

Questions

Questions about probation reviews

Guidance behind this template

Acas: probation periodsCheck what probation is and the rights that still apply.Acas: probation reviewsCheck preparation, two-way discussion, support and record keeping.Acas: extending probationCheck when and how an extension should be confirmed and planned.Acas: dismissal during probationCheck fair process and notice before a dismissal decision.Business.gov.uk: unfair dismissal rightsCheck the Great Britain qualifying-period change due on 1 January 2027.

Is a probation period required by law?

No. Probation is a contractual process an employer can choose to use. If it is used, its length, reviews, possible extension and outcomes should be clear in the written terms or policy.

Do employees have statutory rights during probation?

Yes. Probation does not remove rights relating to discrimination, whistleblowing, notice, pay, leave, sick pay or contractual terms. Some unfair-dismissal claims also have no qualifying period.

How often should probation reviews happen?

There is no single legal timetable. Use regular checkpoints suited to the role so expectations, support and concerns are discussed before the final review and the outcome is not a surprise.

Can probation be extended?

It can be extended where the contract or agreed process allows and there is a fair reason. Confirm it in writing before the original period ends and set the length, evidence, support, review points and possible outcomes.

Can someone be dismissed at a probation review?

A probation outcome can lead to dismissal, but the review form is not a substitute for a fair dismissal process. Explain the concern, consider the employee's response, check protected reasons and adjustments, and give the correct notice.

When does ordinary unfair-dismissal protection change?

The usual qualifying period in Great Britain is currently two years. From 1 January 2027, most employees will qualify after six months. Northern Ireland remains different, and automatically unfair reasons can have no ordinary qualifying period.

Does HollyHR run probation or performance reviews?

No. HollyHR can keep onboarding tasks and documents with the person's record. The employer runs the review, provides support and follows its own fair process for any extension or dismissal decision.

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