UK · NHS

NHS probation guide

NHS probation is six months for most roles, with structured reviews at one, three and five months. The vast majority of staff pass first time. This guide is the practical employee playbook: induction, what each review covers, what passes and what fails, and what to do if concerns are raised. For the policy reference (notice, dismissal mechanics, extensions) see the NHS probation period page.

Last updated Last reviewed

The first two weeks: induction

The trust’s formal induction usually starts on day one and runs for one to two weeks. It covers: organisational orientation, mandatory training, IT and ESR (Electronic Staff Record) onboarding, ID badge and uniform issue, occupational health clearance, professional registration check (NMC, HCPC, GMC where relevant), and the local team or department induction.

Use the induction period to confirm three things in writing: your probation length and end date, the dates of each scheduled review, and who your line manager is for the probation period. If any of these are unclear, ask HR directly. Surprises later in the period are usually traceable to assumptions made now.

The probation end date calculator will give you the exact end date from your start date.

Mandatory training

Every NHS trust requires a defined set of mandatory training modules during induction and ongoing employment. The exact list varies but typically includes: fire safety, information governance, safeguarding (adult and child), infection prevention and control, equality and diversity, manual handling, health and safety, and (for clinical roles) basic life support and medicines management.

Mandatory training is the single most common reason probation fails. Not because the content is hard, but because it gets deprioritised in the rush of the first weeks. Set aside a specific block of time in the first two weeks to clear the list. The trust ESR system tracks completion and flags missed modules at each review.

Month 1 review

Most trusts run an informal settling-in review at one month. It is short, low- formality, and focused on practical issues: do you have what you need, have you completed mandatory training, is induction finished, are there any early concerns from either side.

Prepare for it by:

  • Listing any equipment, access or training you are still waiting for.
  • Drafting a short summary of what you have been doing.
  • Noting one or two questions about how the team or department works.
  • Confirming the date of the next review.

A successful month-one review usually ends with the line manager confirming you are settling in and noting what you should focus on for the next two months.

Month 3 review (the important one)

The three-month review is the formal mid-probation assessment. It is the one that decides the trajectory for the rest of the period. Most trusts use a standardised written form rating performance against the job description.

Prepare for it by:

  • Reading the job description and person specification again.
  • Writing three to five examples of work you have done that demonstrate the key competencies in the JD.
  • Reviewing any feedback you have had so far, formal or informal.
  • Confirming mandatory training is complete and any professional registration is current.
  • Listing what additional support or training would help in the remaining three months.

The strongest three-month reviews include self-reflection alongside the line manager’s comments. A short written self-assessment ahead of the meeting helps the conversation focus on substance rather than impressions.

Month 5 review (the decision)

The five-month review is the decision point. The line manager confirms whether to pass, extend, or proceed to dismissal. Most reviews pass without difficulty because the earlier reviews have surfaced any concerns in time to address them.

The trust passes most staff on first attempt. ESR records the decision and the probation moves from probationary to substantive employment. The three-month (Bands 5+) or one-month (Bands 1-4) contractual notice replaces the shorter probation notice from the confirmation date.

What passes and what fails

The criteria are role-specific but the pattern is consistent across trusts. What passes:

  • Steady performance against the job description, with self-awareness about development points.
  • Reliable attendance and timekeeping.
  • Conduct consistent with trust values and (for clinical roles) the relevant professional code.
  • Mandatory training completed.
  • Constructive relationships with the team.
  • Willingness to ask for help.

What fails:

  • Sustained performance below the job description, not improving despite feedback.
  • Significant attendance issues that are not explained by genuine sickness or family emergency.
  • Conduct issues: rudeness, breaches of professional standards, confidentiality lapses.
  • Mandatory training not completed without good reason.
  • Defensiveness or refusal to accept feedback.
  • Team-relationship breakdowns that cannot be resolved through normal management.

If concerns are raised

Concerns raised early are almost always recoverable. The pattern that works:

  1. Listen rather than defend. The line manager is telling you something you need to know.
  2. Ask for the concerns to be written down. Vague feedback is hard to address; specific feedback can be.
  3. Agree a short improvement period (usually four to six weeks) with specific objectives.
  4. Ask for any support that would help: additional supervision, training, shadowing.
  5. Schedule a follow-up review at the end of the improvement period.
  6. Document your side of the situation for your own records.

If you disagree with the concerns or feel the process is unfair, your union representative can attend the formal conversations. The trust’s grievance procedure is the route to challenge an unfair process.

If probation is extended

Extensions usually run three months on top of the original period. The extension letter should specify: the new end date, the specific objectives to achieve, the support being provided, and the dates of the additional reviews.

Extensions are not automatic failure. Many staff who have probation extended pass at the new end date. The extension gives time for legitimate issues (significant sickness absence, late- identified development needs, reasonable adjustments for disability) to be addressed properly.

If you are at risk of dismissal

The trust must follow a fair process before dismissal: documented reviews, feedback at each review, reasonable opportunity to improve, formal warning before the final decision, and notice consistent with the contract.

If the process feels rushed or unfair, three steps to take immediately:

  • Contact your trade union representative.
  • Request all documentation of the probation process to date in writing.
  • Consider raising a formal grievance through the trust’s grievance procedure if the process is genuinely unfair.

Less than two years of service usually means no unfair dismissal claim, but discrimination, whistleblowing and asserting-a-statutory-right protections apply from day one. If any of these apply, take advice from ACAS, your union or a solicitor.

If you decide to resign during probation

You can resign at any point during probation. Notice is short (typically one week for Bands 1-4, one month for Bands 5-9) and the leaving process is the same as any other resignation. The dedicated resigning during probation period page covers the mechanics across all UK employers including NHS.

Useful calculators

Related guides

Frequently asked questions

How long is NHS probation?
Six months for most NHS roles. Some specialist or senior posts use nine or twelve months. Some short fixed-term and bank roles use three months. The contract you signed at appointment sets the exact figure for your role.
What do NHS probation reviews assess?
Performance against the job description, attendance, conduct, mandatory training completion, and (for clinical roles) professional registration and indemnity. Most trusts use a standardised review form covering each area with a rating scale and written comments.
Can my probation be extended?
Yes, where there is legitimate reason: significant sickness absence preventing fair assessment, outstanding training, performance concerns identified late, or reasonable adjustments needed for disability. Extensions should be confirmed in writing with clear objectives for the extension period.
What happens if I am told I am not passing probation?
You should receive: a clear written explanation of the concerns, a defined improvement period (usually at least 4 to 6 weeks), specific objectives, support such as additional supervision or training, and a follow-up review. Dismissal during probation requires the trust to follow a fair process; rushed dismissals can be challenged through the trust grievance procedure.
Does this guide replace the policy reference?
No. This page is the practical playbook for staff currently in probation. For the policy reference covering notice during probation, extensions, dismissal mechanics and the legal rights that apply from day one, see the companion NHS probation period page.

Sources and further reading

Practical guidance only, not legal advice. Specifics vary by trust and individual contract. For your situation, contact your trade union, the trust HR team or ACAS.