UK · NHS

NHS probation period

NHS probation is the trial period at the start of a new role used to confirm performance, attendance and fit. This page covers the typical six-month structure, how reviews work, the notice that applies during probation, extensions, dismissal in probation and the employment rights that apply from day one.

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Typical NHS probation arrangements

Most NHS roles use a six-month probation period. The figure sits within the national Agenda for Change framework but is set in local trust policy and recorded in the individual contract. Variations:

  • Standard probation: six months. The default for most clinical and non-clinical roles.
  • Extended probation: nine to twelve months for some specialist roles, senior management positions, or roles requiring substantial training before independent practice.
  • Short probation: three months for some fixed-term and bank roles, although these are less common now.
  • No probation: rare, but possible for internal transfers within the same trust where the previous role is closely related.

The probation length is set out in your contract along with the notice period that applies during probation (usually shorter than the post-probation figure).

Reviews during probation

Most trusts run structured reviews during the probation period. A common pattern:

  • First review at one month. Settling-in conversation. Confirmation of induction completion, immediate performance feedback, and any early adjustments needed.
  • Mid-probation review (around three months). Formal assessment against the role criteria. Identification of any concerns and a clear plan to address them in the remaining probation period.
  • End-probation review (around five months). Decision review on whether to confirm in post, extend probation, or proceed to dismissal.

Reviews are usually conducted by the line manager with HR input on outcome decisions. Written records of each review should be kept and shared with the employee.

What probation actually assesses

NHS probation reviews assess against the published job description and person specification. Typical assessment areas:

  • Performance: meeting the technical, clinical or administrative standards of the role.
  • Attendance: meeting the standard reliability and timekeeping expectations.
  • Conduct: behaviour consistent with the trust’s values and the standards of the relevant professional regulator.
  • Mandatory training: completion of induction, fire safety, safeguarding, infection prevention, information governance and any role-specific training.
  • Professional registration: where relevant, confirmation of professional body registration and indemnity arrangements.

Notice during probation

Notice during NHS probation is usually shorter than the post-probation figure. Typical patterns:

  • Bands 1 to 4: one week during probation, rising to one month afterwards.
  • Bands 5 to 9: one month during probation, rising to three months afterwards.
  • Senior medical and consultant roles: usually three months throughout, although some contracts use shorter probation notice.

The shorter probation notice is a deliberate feature. It allows both sides to end the relationship quickly if the fit is not right. The contractual notice applies in both directions: an employee resigning during probation gives the probation notice; a dismissal during probation uses the same figure.

For the date arithmetic, use the NHS notice period calculator or the more general probation end date calculator (which also handles the end-of-probation date itself).

Extending probation

Trusts can extend probation where there is a legitimate reason. Common grounds:

  • Substantial sickness absence preventing fair assessment within the original period.
  • Outstanding training or mandatory development not yet completed.
  • Performance concerns identified late in the period requiring time to address.
  • Reasonable adjustments needed for disability or other protected characteristics that affect the timeline.

Extensions should be confirmed in writing with clear objectives for the extension period and a defined review point. Unjustified extensions, or repeated extensions without proper review, can be challenged through the trust’s grievance procedure.

Dismissal during probation

A dismissal during probation is permitted where there are genuine performance, attendance or conduct concerns and the trust has followed a fair process. The fair process typically requires: documented reviews, feedback at each review, reasonable opportunity to improve, and formal warning before the final decision.

Probation dismissals follow the contractual notice. Payment is up to the notice end date plus accrued holiday. Final pay includes any contractual extras owed at the leaving date.

Probation dismissals can be appealed internally. The appeal route is usually to a senior manager not involved in the original decision, with union representation if relevant.

What rights apply during probation

Most UK statutory rights apply from day one of employment, including during probation:

  • National Living Wage / National Minimum Wage.
  • Annual leave accrual (5.6 weeks statutory, NHS contractual extras building over time).
  • Statutory sick pay (subject to earnings threshold and waiting days).
  • Equality Act 2010 protections against discrimination, harassment and victimisation.
  • Whistleblowing protections under the Public Interest Disclosure Act 1998.
  • Flexible working requests (statutory right from day one since April 2024).
  • Health and safety protections under the Health and Safety at Work etc Act 1974.

The rights that do not apply during probation are mostly tied to two-year service: unfair dismissal protection (with exceptions for automatically unfair reasons) and statutory redundancy pay. For more on the two-year rule, see can I claim constructive dismissal? and notice period rights UK.

Useful calculators

Related guides

Frequently asked questions

How long is NHS probation?
Typically six months. Some specialist or senior roles use longer probation (nine to twelve months); some short-term contracts use shorter. The contract you signed at appointment sets the exact figure for your role. Probation length is set by local trust policy within the Agenda for Change framework rather than nationally fixed.
What is the notice period during NHS probation?
Usually shorter than the post-probation figure. Bands 1 to 4 commonly have one week's notice during probation rising to one month afterwards. Bands 5 to 9 commonly have one month during probation rising to three months afterwards. Senior medical and consultant roles vary. The exact figures are in your contract.
Can NHS probation be extended?
Yes, where there is legitimate reason: significant sickness absence preventing fair assessment, outstanding training requirements, or a development point that needs more time. Extensions should be communicated in writing with clear objectives for the extension period. Unjustified or repeated extensions can be challenged through grievance.
What rights do I have during NHS probation?
Most UK statutory rights apply from day one (minimum wage, paid holiday accrual, statutory sick pay, discrimination protections, whistleblowing protections, flexible working requests). Unfair dismissal protection generally requires two years of service, although there are exceptions (whistleblowing, discrimination, asserting a statutory right). NHS contractual rights also begin from day one, although some accrual-based benefits build over time.

General information about NHS probation practice, not legal advice. Specific arrangements vary by trust and role. For your situation, contact your trade union, the trust HR team or ACAS.