Onboarding and playbooks
Probation review plan
A plan for a new hire on probation: a check-in at 30 days, a review before the end date and the outcome confirmed in writing.
New playbook. Opens a new playbook with these steps and timings. Each person’s steps wait for your approval before they send.
A probation review should confirm what the new hire already knows. That only happens when their manager raises concerns early, with examples.
This plan counts from the start date for a three-month probation. Move the days to match your contracts.
Shuffl · HR by the numbers
The first three months
The first three months. 3.4x as likely to call onboarding successful with an actively involved manager (Gallup, 2021) (Gallup, August 12, 2021). 29% of new hires feel fully prepared and supported to excel in their role (Gallup, 2021) (Gallup, August 12, 2021). 1 month to give UK employees written notice of a change to their terms (GOV.UK, No date stated; read October 2026).
Check in on new hire’s probation
To their manager, 30 days after their start date.
**Check in on {{hire}}’s probation**
A short, honest conversation now means the final review holds no surprises.
- [ ] Share what is going well
- [ ] Name one thing to work on, with an examplePrepare new hire’s probation review
To their manager, 75 days after their start date.
**Prepare {{hire}}’s probation review**
- [ ] Gather examples of their work
- [ ] Decide whether to confirm or extend, and whyGet new hire’s probation outcome ready
To HR, 80 days after their start date.
**Get {{hire}}’s probation outcome ready**
- [ ] Check the probation end date in their contract
- [ ] Prepare the confirmation or extension letterYour probation review
To the new hire, 83 days after their start date.
**Your probation review**
{{manager}} will meet you this week to talk about your first three months and what comes next.
- [ ] Note what has gone well and what you needHold new hire’s probation review
To their manager, 85 days after their start date.
**Hold {{hire}}’s probation review**
- [ ] Share the outcome and the reasons
- [ ] Agree goals for the next six monthsConfirm new hire’s probation outcome
To HR, 88 days after their start date.
**Confirm {{hire}}’s probation outcome**
- [ ] Send the outcome in writing
- [ ] Record it in PeopleHow to adapt it
- Shuffl fills in {{hire}} and {{manager}} for each person. Replace them by hand if you send the message yourself.
- Raise any concern at the 30-day check-in, never first at the review.
- Confirm the outcome in writing, whether it is a pass or an extension.
What the research says
A probation review works when it confirms what the person already knows. Gallup finds managers who take an active role make employees 3.4 times as likely to feel their onboarding was successful.1
Probation is also a short window for a long process. Gallup finds new employees typically take around 12 months to reach their peak performance,1 so the review is about direction more than finished results.
What the law requires
In the UK, Acas says there is no legal requirement to have a probation period.2 If you change someone’s terms after probation, such as their notice period, changes to the written statement of employment particulars must be given within one month of the change.3
Common mistakes
- Raising a concern for the first time at the final review.
- Missing the end date, so the probation passes by default.
- Confirming a pass by word of mouth, with nothing in writing.
- Extending without saying what needs to change.
Common questions
- Is a probation period required?
- Not in the UK: Acas says there is no legal requirement to have one. If you use one, write how long it lasts, how it will be reviewed and what happens at the end into the contract.
- Can a probation period be extended?
- Usually, if the contract allows it. Explain why, say what needs to improve and by when, and confirm the extension in writing before the original end date.
- What should a probation review cover?
- What has gone well, with examples, anything that needs to improve, the outcome and the reasons, and goals for the next months.
Sources
Read on . Laws change, so check the source before you act. This page is general information, not legal advice.
- Gallup, 8 Practical Tips for Leaders for a Better Onboarding Process, August 12, 2021. By Emily Wetherell and Bailey Nelson, drawing on Gallup research with U.S. employees.
- Acas, What probation is – Probation periods, Last updated 7 October 2026.
- GOV.UK, Employment contracts: Written statement of employment particulars, No date stated; read October 2026.