Free Probation Toolkit: Employment Rights Act 2025

1. Probation Proforma: Week 1. Set out objectives, early priorities and support at a structured meeting in the employee’s first week.
2. Probation Proforma: Monthly Review. Record what is going well, what needs to improve, and the actions and deadlines agreed at each review.
3. Probation SMART Improvement Objectives. Set specific, measurable, time-bound objectives, with the support provided and a rating against the expected standard.
4. Letter: Extend Probation. Confirm an extension, the concerns raised, the support given and the new end date.
5. Letter: Extend Probation (Absence). Extend probation where absence has prevented a fair assessment, with wording that makes clear the decision is not because of the absence itself.
6. Letter: Successful Probation. Confirm that the employee has passed probation.
7. Letter: Unsuccessful Probation. Confirm the outcome, the notice arrangements and the employee’s right of appeal.

Learn more before you use the templates

• How to Prepare for the Unfair Dismissal Changes: An Employer’s Checklist: seven practical steps to take before 1 January 2027.
• Probation and Unfair Dismissal Rights: What the Employment Rights Act 2025 Means for Your Business: our detailed guide to the recommended probation framework.
• Read our Employment Rights Act 2025 newsletter and handout: key dates and our recommended approach on a few pages.
• Watch our free 15-minute webinar: Sandra Berns FCIPD explains how to manage probation under the new rules.

Need help tailoring the templates?

Templates work best when they match your contracts, policies and the way your business works. Our CIPD-qualified team can adapt the toolkit for you, review your employment contracts and train your line managers to run probation reviews. Support is available through Pay as You Go HR or an HR retainer. Book a free HR health check or call us on 03333 660 567.

These templates are for general guidance only and do not constitute legal advice. Seek advice on individual cases, particularly where a dismissal is being considered close to six months’ service.