UK Probation End Date Calculator

How UK probation periods work

A probationary period is a trial period at the start of employment where both sides assess whether the role is the right fit. UK law has no statutory probation period — it is entirely contractual. The most common lengths are three months and six months; nine and twelve months appear in more senior or regulated roles.

What changes when probation ends?

Usually, three things change. First, notice on either side typically lengthens (often from one week to one month, or from one month to three months). Second, some benefits begin — pension matching, private medical, share schemes, enhanced sick pay — although many employers now run those from day one. Third, the trial framing ends; you’re a permanent employee with the full set of contractual rights.

Worked example

Alex starts a new role on Monday 6 April 2026 with a 6-month probation. The probation ends on Tuesday 6 October 2026. Throughout probation, statutory minimum notice on either side is one week; Alex’s contract specifies two weeks during probation, which applies because it’s longer. From 7 October onwards, the post-probation notice clause (one month) takes effect.

Notice during probation

The Employment Rights Act 1996 sets one week as the statutory minimum notice from one month’s service. Your contract can require longer; it cannot go below the statutory floor. If you’re less than one month into the role, there’s no statutory notice at all on either side — though even short contracts usually specify something.

Extensions

If the employer extends your probation, they need to put it in writing before the original period ends. A typical extension is three months. The extension preserves all the probation-period terms (shorter notice, restricted benefits, easier dismissal). If they fail to confirm the extension and the original probation ends, you’re technically out of probation by default.

Dismissal during probation

Until you have two years’ continuous service, ordinary unfair-dismissal protection doesn’t apply. So an employer can dismiss for performance, fit, attendance, or almost any non-protected reason. They must still give you the contractual notice (or PILON), and they cannot dismiss for a discriminatory or otherwise legally protected reason. See ACAS on probation periods for the official guidance.

Related calculators and guides

• Notice period calculator — work out your final working day from any resignation date.
• Resignation letter generator — short letter for resigning during probation.
• Resignation letter templates — includes a mid-probation scenario template.
• How notice periods work in the UK
• The complete UK resignation guide

Frequently asked questions

How long is a UK probation period?

There is no UK statutory probation period — length is set entirely by your contract. Three months is common for junior roles; six months for mid-senior; nine to twelve months sometimes used for senior or regulated roles.

What notice do I have during probation?

Once you've completed a month of continuous service, the statutory minimum notice on either side is 1 week. Your contract may specify a longer notice during probation, or — sometimes — the same as post-probation notice. The contractual figure applies, but it cannot go below the statutory floor of 1 week.

Can my employer extend my probation?

Yes, if your contract allows it. Most contracts give the employer a discretionary extension of three to six months. The extension should be confirmed in writing before the original probation ends.

Do I accrue holiday during probation?

Yes. Statutory holiday accrual is unaffected by probation. You build up entitlement from day one. Some employers restrict you from taking it during probation; some require approval; some let you take it normally.

Can I be dismissed without reason during probation?

Until you reach 2 years' continuous service, ordinary unfair dismissal protection doesn't apply, so an employer can dismiss for almost any reason as long as it isn't discriminatory or otherwise legally protected (whistleblowing, raising a health-and-safety concern, exercising a statutory right). They still have to give the correct notice or PILON.

General information about UK employment law. For your specific situation, contact ACAS or an employment-law solicitor.