Probationary Periods: HR Guide for UK Employers

A probationary period is a defined trial period at the start of an employee’s contract, during which the employer assesses the individual’s suitability for the role.

While not a legal requirement under UK law, probationary periods are widely used since they allow both the employer and employee to confirm that the role and working relationship are a good fit. They act as a framework for managing expectations and can help mitigate risk by allowing both parties to exit the employment relationship with shorter notice periods and less complexity if things don’t work out.

While the concept is widely adopted in UK workplaces, it’s important for HR managers to understand that probationary periods are contractual, not statutory — they do not exist in UK employment legislation, but they do carry legal and practical implications which must be understood and complied with to avoid potential disputes and claims.

 

Section A: What is a Probationary Period?

 

A probationary period refers to the initial stage of an employment contract when an employee’s performance, behaviour and overall suitability for the role are monitored and evaluated. This period of time affords employers the flexibility to assess a new hire before confirming their ongoing employment and the opportunity to identify training needs and provide feedback.

While probationary periods are commonly used when hiring new employees, they may also be applied to internal promotions or role changes.

 

1. Legal Status Under UK Employment Law

 

Currently, UK employment law does not provide a specific legal framework for probationary periods. They are entirely contractual, meaning their terms and conditions are governed by the employment contract, not by statute.

A common misunderstanding among employers is that employees on probation have no rights — this is incorrect. Employees are still entitled to statutory employment rights during their probation period, including:

 

• Protection from discrimination under the Equality Act 2010
• Statutory notice periods after one month of service
• Right to receive written terms and conditions of employment
• Accrual of holiday entitlement from day one
• Statutory sick pay, if eligible

 

While they may not have the right to claim unfair dismissal in most cases, they do have protection from automatically unfair dismissal (e.g. related to whistleblowing or asserting a statutory right) from day one. This is because probation does not remove an employer’s legal obligations; it simply allows for greater flexibility when managing performance or ending employment within the early months of service, particularly before the employee accrues unfair dismissal protection (which typically arises after two years of continuous service).

Another misconception is that employers can terminate employment during the probation period without following any process. While a full disciplinary procedure is not usually required during probation, employers should still follow a basic and reasonable process, particularly where dismissal is being considered.

Failing to do so can increase risk — especially if the employee has a protected characteristic or if the dismissal could be perceived as discriminatory or retaliatory.

 

2. Typical Duration

 

Most probationary periods in the UK last between three and six months, depending on the nature of the role and the level of seniority. Some employers opt for shorter periods (e.g. one month for entry-level positions), while others implement longer trials for senior roles or complex positions where performance may take more time to assess.

The length of the probation period should be clearly stated in the employee’s contract of employment, along with any provisions for extension, review meetings, and notice requirements during the period.

 

Section B: Key Legal Considerations (UK)

 

While probationary periods are contractual rather than statutory, they intersect with important areas of UK employment law. HR managers must understand that employees on probation still benefit from a range of legal protections. As such, missteps in managing probation — particularly around dismissal or treatment of the employee — can expose the employer to legal claims, reputational risk, and operational disruption.

 

1. Statutory Rights During Probation

 

Employees on probation retain all statutory employment rights from the start of their employment unless those rights are specifically linked to length of service. These include:

 

• Protection from unlawful discrimination under the Equality Act 2010
• Right to receive the national minimum wage
• Right to statutory sick pay (if eligible)
• Right to paid holiday under the Working Time Regulations
• Right not to be unlawfully deducted wages
• Health and safety protections and whistleblower safeguards

 

Although probationary employees typically cannot bring an unfair dismissal claim until after two years’ service, they can still claim automatic unfair dismissal in certain situations (e.g. health and safety concerns, whistleblowing, maternity-related dismissal) from day one.

 

2. Notice Periods: Statutory vs Contractual

 

Even during probation, employees are entitled to minimum notice under the Employment Rights Act 1996 once they have worked for one month or more. The statutory minimum is one week’s notice after one month of continuous service.

However, many contracts will specify shorter notice periods during probation — such as one week or even less — which may apply from day one. These are lawful, provided they meet or exceed the statutory minimum once the employee has one month’s service.

To avoid confusion or potential breach of contract, HR teams should ensure probationary notice periods are clearly stated in the employment contract and that the contract explains how notice changes after probation (if applicable).

 

3. Unfair Dismissal and Length of Service

 

In general, under the current rules, employees must have two years of continuous service to bring a claim for ordinary unfair dismissal. For employers, this affords greater flexibility to end employment during probation without facing a standard unfair dismissal claim.

However, HR managers must remain alert to the risk of automatic unfair dismissal claims — which do not require two years’ service. These can arise where dismissal is connected to:

 

• Pregnancy or maternity
• Trade union activities
• Whistleblowing
• Health and safety concerns
• Asserting a statutory right (e.g. requesting holiday pay)

 

Dismissal during probation should always be justifiable, clearly documented, and handled in a way that avoids any suggestion of discrimination or retaliation.

 

4. Discrimination and Protected Characteristics

 

Employees on probation are fully protected under the Equality Act 2010 from unlawful discrimination. The Act protects individuals from being treated unfairly because of any of the following protected characteristics:

 

• Age
• Disability
• Gender reassignment
• Marriage or civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

 

This means that even a short-service employee can bring a discrimination claim if they are dismissed, treated unfavourably or subjected to harassment linked to a protected characteristic, as they do not have to meet a minimum service requirement.

 

5. Right to Written Terms and Conditions

 

Under section 1 of the Employment Rights Act 1996, all employees — including those on probation — are entitled to receive a written statement of employment particulars by day one of employment. This must include key terms such as:

 

• Job title and description
• Start date
• Hours of work
• Pay
• Holiday entitlement
• Probationary period (including length and conditions)
• Notice periods
• Place of work

 

Employers that fail to do this risk tribunal claims.

 

Section C: Best Practices for HR Managers

 

While probationary periods offer valuable flexibility for employers, poor management of this process can lead to legal risk and employee disengagement and impact workforce retention. It’s not just a matter of relying on a standard clause; a well-structured probationary period helps set expectations, promotes performance and provides a defensible framework if things don’t work out.

 

1. How to Structure a Probationary Clause in Contracts

 

A robust probationary clause should be set out in the employment contract and drafted with both flexibility and compliance in mind. Key elements to include:

 

• Duration of the probation period (e.g. three or six months)
• Extension clause allowing the employer to extend probation if necessary, including how long the extension can last
• Notice period applicable during probation (must meet or exceed statutory minimums after one month’s service)
• Performance expectations or reference to a separate probation review framework
• Confirmation process at the end of the probation period
• Clarification that full employment terms continue during probation unless expressly varied

 

Tip: Avoid vague or ambiguous clauses. Unclear terms can undermine your ability to rely on them in the event of a dispute.

 

2. Setting Expectations and Performance Goals

 

Probation periods should not be passive or left to run unmanaged. From day one, line managers and HR should work together to set clear expectations for the role. Define measurable performance goals tied to the employee’s duties and identify any soft skill expectations, such as punctuality, communication and cultural fit. You should also be clear on the structure and timing of reviews during the probation.

These expectations should be discussed with the employee during the induction process and supported by written materials where possible.

 

3. Mid-Point Reviews and Probationary Check-Ins

 

A common mistake is leaving review conversations until the very end of the probation period. Instead, build in a mid-point review, e.g. at 6 weeks or 3 months, to assess progress, flag issues early and offer support, and incorporate regular check-ins between line manager and employee, e.g. weekly or fortnightly in the early stages. Ensure all reviews and check-ins are documented, signed or acknowledged by both parties. This helps to avoid misunderstandings and will be invaluable in the event of possible dismissal during the probation period.

 

4. Providing Feedback and Documentation

 

Consistent, honest feedback is key to a fair and effective probation process. HR managers should coach line managers to:

 

• Provide constructive, timely feedback — both positive and corrective
• Document concerns with specific examples (e.g. missed deadlines, inappropriate behaviour)
• Support improvement through training, mentoring, or resources
• Keep written records of all formal and informal review meetings

 

Where performance or conduct issues arise, documentation provides a factual basis for extending or terminating the probation and offers protection in the event of a legal challenge.

Tip: If you’re considering dismissal, ensure the documentation reflects that the employee was given fair opportunity to improve.

 

Section D: Extending a Probationary Period

 

There are situations where an employee may not have fully demonstrated their capability or conduct within the original probationary timeframe. In these cases, extending the probation period can offer a reasonable alternative to immediate dismissal. However, the decision to extend must be handled carefully to avoid legal pitfalls and damaging employee morale.

 

1. When to extend a Probation Period

 

A probation extension may be appropriate when:

 

• Performance is borderline but shows signs of potential improvement
• The employee has had disruptions during the period (e.g. sickness absence, reduced workload, onboarding delays)
• Training or support was delayed or insufficient during the initial period
• Conduct issues have arisen that don’t warrant dismissal but require close monitoring
• There is a need to gather further evidence before making a final employment decision

 

Extensions should not be used automatically or as a default. The decision should be based on documented evidence and a genuine need for further assessment.

 

2. Mitigating Legal Risks

 

There is no statutory right to extend a probationary period in UK law. Instead, it must be supported by the contractual clause. As such, if you are considering extending a probation period, you will first need to check that the employment contract allows for this, ideally with the conditions set out.

If the employment contract does not contain an express right to extend probation, you may look to obtain the employee’s express written agreement to the extension.

Without a relevant clause and without the employee’s consent, unilaterally extending a probation period may constitute a breach of contract.

Importantly, you will need to avoid any delay in the decision to extend probation; if the original probation expires without an extension being confirmed, the employee may be deemed to have passed by default.

During any extended probation, remember that notice periods, statutory rights and anti-discrimination laws continue to apply.

Extending probation close to its end without clear notice can lead to confusion or potential claims, especially if expectations have not been communicated earlier.

 

3. Communicating Extensions

 

If an employer decides to extend an employee’s probation period, it is important to communicate this clearly and appropriately.

The employee should be informed in a timely manner, ideally at least one week before the original probation period is due to end. Communication should be in writing, using a formal probation extension letter.

The letter should clearly explain the reason for the extension and confirm the new end date. It should also outline the expectations and objectives the employee is required to meet during the extended period. Any additional support or training to be provided should be clearly stated, along with the possible consequences if the required improvements are not achieved.

The tone of the communication should remain fair and supportive. The extension should be positioned as an opportunity for the employee to demonstrate their suitability for the role, rather than as a form of disciplinary action.

HR should record the extension and any revised review dates internally to ensure proper follow-up and consistency in handling the probation process.

 

Section E: Ending Employment During Probation

 

A common misconception is that employees on probation can be dismissed without reason or process — but this approach exposes employers to unnecessary legal and reputational risk.

While one of the main purposes of a probationary period is to allow employers to terminate employment more easily if the individual is not suitable, dismissal during probation must still be handled carefully. A fair, proportionate and well-documented approach helps avoid disputes and can provide critical defence support in the event of a complaint or claim.

 

1. How to Fairly Dismiss Within the Probation Period

 

If an employer decides to extend an employee’s probation period, it is important to ensure the communication is clear, timely and fair. Ideally, the employee should be informed at least one week before the original probation period is due to end. The extension should be confirmed in writing, using a formal probation extension letter.

The letter should include the reason for the extension, the new probation end date, and the expectations or objectives the employee is expected to meet during the extended period. It should also explain any support or training that will be provided, along with what may happen if expectations are not met.

The tone of the letter should be fair and supportive. The extension should be framed as an opportunity for the employee to improve or meet expectations rather than as a disciplinary measure. HR should also record the extension and the updated review date internally to ensure the process is followed through correctly.

If a decision is made to end employment during the probation period, employers must act fairly. The first step is to check the employment contract for the required notice period and any specified procedures. A probation review meeting should then be held to clearly explain the concerns, allow the employee to respond, and confirm the decision.
Following the meeting, the employer should issue a formal dismissal letter. This should include the reason for the decision, the employee’s final day of work, and any administrative details such as final pay, holiday entitlement, and return of company property.

Even though a full disciplinary or capability process is not usually required during probation, a basic level of fairness should still be followed. Employers should act consistently, avoid any unexpected dismissals without prior discussion, and give the employee a chance to respond to the issues raised.

 

2. Managing the Risk of Wrongful Dismissal Claims

 

Employees with less than two years’ service cannot usually bring a claim for unfair dismissal, but they can still claim wrongful dismissal if their contractual notice rights are breached.

To manage this risk, always provide the correct notice — contractual or statutory (whichever is greater). Pay in lieu of notice if applicable and allowed by the contract, and ensure any termination is not in breach of implied contractual terms, such as the duty of mutual trust and confidence.

Also beware of day-one rights, such as protection against discrimination or automatic unfair dismissal — for example, if the dismissal relates to pregnancy, whistleblowing, or health and safety issues.

 

3. Documenting Reasons and Process

 

While a detailed capability or conduct record isn’t always required, you should document the key reasons for dismissal, particularly if there were concerns raised during probation reviews, feedback or warnings were issued, or an extension was offered or declined.

Relevant documents will include meeting notes from review discussions, emails, performance logs, copies of any formal warnings (if issued) and the dismissal letter.

You may need to rely on this documentation to show that the dismissal was reasonable, non-discriminatory and based on job performance or conduct, not personal characteristics or protected activity.

 

4. When a Disciplinary Process Is (or Isn’t) Required

 

A full disciplinary process is not usually required during probation unless the contract specifically provides for one, the alleged conduct is serious or complex, or there is a risk of discrimination or automatic unfair dismissal.

However, when there is a potential dismissal for gross misconduct, even during probation, it’s advisable to conduct a brief investigation and hold a formal hearing to present the findings and give the employee a chance to respond to the allegation.

HR should take extra care where the dismissal relates to conduct that touches on protected characteristics (e.g. religious expression, disability-related behaviour), as this may give rise to discrimination claims.

 

Section F: Passing Probation

 

Successfully completing a probationary period marks an important milestone in the employment relationship, both for the employee and the employer as well. It signifies that the employee has met the organisation’s expectations and is ready to move forward as a confirmed member of the team. However, this stage should not be treated as a formality. HR plays a key role in ensuring that completion of probation is properly recognised, documented and communicated, with any associated changes to pay, benefits or status implemented promptly.

 

1. Confirming Successful Completion

 

Once the probationary period is complete — and the employee has met performance and behavioural expectations — it’s best practice to issue a formal written confirmation of successful completion. This can take the form of a short letter or email stating that:

 

• The probation period has been successfully completed
• The employee’s employment is now confirmed
• Any applicable changes to terms (e.g. notice period, pay, or benefits) will now apply

 

Written confirmation will help to avoid ambiguity now and in the future, should employment terms be questioned or disputed.

If a decision is not made or communicated at the end of the probation period, the employee may be assumed to have passed by default — which can complicate any later attempt to terminate.

 

2. Updating Employment Status Formally

 

The HR team should also update internal records to reflect the change in status, including:

 

• HR systems or employee databases
• Payroll settings, if terms are changing
• Notice periods, where these increase after probation
• Access to internal systems, training platforms, or tools that may have been restricted during probation
• Benefits enrolment, where eligibility is triggered by confirmation

 

If applicable, line managers should be reminded to update team structures, assign longer-term projects, or make adjustments to support the employee’s integration into the wider organisation.

 

3. Pay Rises, Benefits or Title Changes (If Any)

 

In some organisations, completion of probation triggers tangible changes to the employee’s terms of employment, which could include:

 

• Increased pay or pay band progression
• Eligibility for discretionary or performance-related bonuses
• Access to benefits such as private healthcare, pension contributions above statutory minimums, or enhanced sick pay
• Job title changes, mainly where the probation period involved a training or junior version of the role
• Permanent contract status, if the individual was on a fixed-term or probationary agreement

 

The changes should be reflected in a formal letter or contract amendment where necessary, and HR should coordinate closely with payroll and benefits providers to ensure changes are applied accurately and without delay.

If there are no changes to pay or benefits, it’s still important to confirm this in writing — otherwise, assumptions may arise that passing probation guarantees a raise or perk.

 

Section G: Common Pitfalls to Avoid

 

While probationary periods can be a powerful tool for assessing suitability and managing early employment risk, they are often undermined by inconsistent or poorly managed HR practices. In practice, employers often expose themselves to legal or reputational risk – not through bad intent, but through a lack of structure, communication or follow-through.

 

1. No Documentation or Feedback During the Period

 

One of the most frequent and damaging mistakes is failing to provide any formal feedback or written documentation throughout the probation period. This creates several problems:

 

• Employees are left unsure whether they are meeting expectations
• Issues go unaddressed until it’s too late to improve
• The employer lacks evidence to justify dismissal or extension
• The dismissal may feel abrupt or unfair to the employee, increasing legal or reputational risk

 

To address this, build a simple framework of check-ins and formal review points. Encourage line managers to document performance discussions and share written summaries, even if informally.

 

2. Letting Probation Expire Without Decision

 

It’s surprisingly common for probationary periods to simply lapse without the employer confirming a decision either way. In legal and practical terms, this can result in the employee being automatically assumed to have passed probation — even if concerns remain.

Problems with this include:

 

• The employee gains perceived permanence without formal confirmation
• It becomes harder to manage poor performance or terminate employment fairly
• Any opportunity to extend the probation is lost if not contractually pre-agreed
• In some cases, changes to notice period or benefits will take effect automatically

 

To avoid these issues, it’s advisable to maintain a centralised HR system or reminder process to track probation end dates. Also, schedule final reviews at least one to two weeks before expiry and ensure any written confirmation of the probation outcome – e.g. pass, extend, dismiss – is issued before the deadline.

 

3. Applying Different Rules to Different Employees

 

Inconsistency in managing probation — such as giving one employee regular reviews while another receives none — can lead to serious issues, particularly if a discrimination claim is later raised. Applying different rules may also undermine the fairness of the process and expose the organisation to indirect discrimination or constructive dismissal arguments.

Risks include:

 

• Allegations of unfair or discriminatory treatment
• Perceived favouritism within teams
• A breakdown of trust in management processes
• Legal exposure if a protected characteristic is involved

 

The probation process should be standardised across the organisation. This doesn’t mean removing all flexibility, but it does mean having a consistent policy on probation review frequency, documentation standards, expectations setting and decision-making timelines. Train line managers to understand the legal implications of inconsistency and to apply probation procedures objectively.

 

Section H: How Probation Periods May Change Under the Employment Rights Bill

 

The Employment Rights Bill is set to introduce wide-ranging reforms to workplace laws and workers’ rights. While the Bill does not introduce a specific overhaul of probation periods, certain proposed changes could affect how probation periods are used and managed by employers.

HR managers should be aware of the following likely or proposed changes:

 

1. Enhanced Day-One Rights

 

One of the Bill’s most significant features is the extension of day-one rights, including:

 

• Protection from unfair dismissal in certain circumstances (e.g. for workers with unpredictable schedules or those refusing insecure contracts)
• A right to request more predictable working patterns from day one
• Strengthened protection for pregnant employees, whistleblowers, and those raising health and safety concerns

 

Employers will need to be more cautious when dismissing probationary employees, as certain grounds for dismissal may now carry greater legal risk — even within the first few months of employment.

 

2. Clearer Terms and Conditions Requirements

 

The Bill reinforces existing obligations for employers to provide a comprehensive written statement of terms and conditions from day one, with stricter enforcement and possible penalties for non-compliance.

Employers will need to ensure probationary clauses are not only included in contracts but are also explicit, precise, and legally compliant — including how long probation lasts when it can be extended, and what the process for confirmation or dismissal involves.

 

3. Greater Focus on Procedural Fairness

 

Although two years’ service is still required for ordinary unfair dismissal claims, the Bill encourages greater procedural transparency, even for short-service employees. Tribunals may be more inclined to examine whether employers followed a fair and reasonable process, particularly where an employee has raised concerns about discrimination or other protected issues.

Employers may need to formalise review and feedback processes during probation to demonstrate fairness and to defend against claims of discrimination, wrongful dismissal, or breach of contract.

 

4. Potential Impact of Fair Work Agency

 

The Bill includes plans to establish a single enforcement body for employment rights, known as the Fair Work Agency.

Under current proposals, the Fair Work Agency will have enhanced powers to investigate employers, impose penalties for breaches and take enforcement action where workers’ rights are not upheld – even if the individual worker does not bring a claim themselves.

 

5. Key takeaways for employers

 

a. Strengthened Enforcement through the Fair Work Agency

The creation of a single enforcement body means employers will be facing more coordinated and proactive monitoring of employment practices. Legal action can now be initiated even if a worker does not bring a claim, increasing the importance of compliance.

 

b. Greater Transparency in Employment Terms

Employers will be expected to provide clear and detailed written terms of employment from day one, including information about probation periods, pay, working hours and entitlements. Vague or outdated contracts may need to be revised.

 

c. Increased Accountability During Probation and Dismissal

Although full unfair dismissal rights may still be subject to qualifying periods, the emphasis on fairness means employers should apply consistent and transparent processes—even during probationary periods.

 

d. Review Internal Policies and Procedures

Employers should prepare to audit and update employment contracts, staff handbooks, and internal procedures to ensure they align with new legal expectations and best practice standards.

 

e. Stay Informed and Proactive

Keeping up to date with legislative developments will be essential. Employers should monitor updates, seek legal advice where needed, and consider regular training for HR and line managers on employment law compliance.

 

Section I: Conclusion

 

Probationary periods are invaluable for employers to assess new hires, manage early performance concerns and reduce long-term risk. However, their effectiveness depends entirely on how they are implemented.

A strong contractual framework, regular communication, fair process and proper documentation are all key components to support the employee during this early stage of their contract, while also protecting the organisation’s interests.

 

Section J: Probation Period FAQs

 

Is a probationary period required by law?

Probationary periods are not required under UK law; they are a contractual mechanism used at the employer’s discretion. However, if used, they must be clearly set out in the employment contract and managed fairly.

 

Can an employee be dismissed without reason during probation?

While employees with less than two years’ service usually can’t claim ordinary unfair dismissal, they still have day-one rights. This means dismissal must not be discriminatory or automatically unfair (e.g. related to pregnancy, whistleblowing, or asserting statutory rights). A basic level of process and fairness is still expected.

 

Are employees entitled to holiday pay during probation?

Employees begin accruing statutory holiday entitlement from the first day of employment, regardless of whether they are in a probationary period.

 

Can we extend a probation period more than once?

Yes, but only if the employment contract allows for it or the employee agrees in writing. Best practice is to state in the contract that probation may be extended and to clearly communicate any extension in writing with reasons and a new review date.

 

Does a probationary period affect statutory notice rights?

Employees with one month’s service are entitled to at least one week’s statutory notice. Contracts can provide shorter notice periods before one month, but after that point, statutory notice applies even during probation.

 

What happens if we forget to confirm the end of probation?

If no action is taken by the end of the probation period, the employee may be considered to have passed by default. Any contractual changes (e.g. longer notice periods or access to benefits) may take effect automatically, depending on how the contract is worded.

 

Do we need to follow a disciplinary process to dismiss during probation?

A full disciplinary process is not a legal requirement during probation unless contractually stated. However, a basic level of fairness should still be followed — including clear communication, an opportunity to respond, and proper documentation.

 

Can part-time or temporary employees be placed on probation?

Probationary periods can be applied to any type of employment contract, including part-time, fixed-term and zero-hours contracts — provided the terms are clearly set out and managed consistently.

 

Section K: Glossary

 

Term	Definition
Probationary Period	A defined trial period at the start of employment used to assess an employee’s suitability.
Statutory Rights	Legal entitlements that apply to all employees, such as minimum wage, holiday, and sick pay.
Unfair Dismissal	A claim an employee can bring (usually after two years’ service) if dismissed unfairly.
Automatic Unfair Dismissal	A dismissal considered unlawful regardless of service length, e.g. for whistleblowing or pregnancy.
Wrongful Dismissal	Termination in breach of contract, usually due to failure to give proper notice.
Written Statement of Terms	A legal document outlining key employment terms, required by law from day one of employment.
Notice Period	The amount of notice an employer or employee must give to end the employment contract.
Protected Characteristics	Traits protected under the Equality Act 2010, such as age, race, sex, religion, and disability.
Extension Clause	A contract term that allows an employer to extend the probationary period under set conditions.
Disciplinary Procedure	A formal process to address misconduct or poor performance, not usually required during probation.
Confirmation of Employment	Written communication that an employee has successfully passed probation and is now confirmed.
Constructive Dismissal	When an employee resigns due to the employer’s breach of contract or intolerable behaviour.

 

Section L: Additional Resources

 

ACAS – Probationary Periods
Employer-focused guidance on managing probation fairly.
https://www.acas.org.uk/probationary-periods

 

Employment Contracts
https://www.gov.uk/employment-contracts-and-conditions
Guidance on written terms, notice periods and contractual obligations.

 

Dismissal: Your Rights
https://www.gov.uk/dismissal
Overview of fair and unfair dismissal, including rules on short-service employees.

 

Written Statement of Employment Particulars
https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars
Legal requirement for issuing written terms on or before day one of employment.

 

Holiday Entitlement
https://www.gov.uk/holiday-entitlement-rights
Statutory annual leave rules including for new starters and probationary employees.

 

Equality Act 2010
https://www.legislation.gov.uk/ukpga/2010/15/contents
Full legal text of the Act protecting employees from discrimination.

 

Notice Period Calculator
https://www.gov.uk/notice-period
Helps determine correct notice periods based on length of service.