What is the notice period during UK probation?

Whatever your contract sets for the probation period, which is almost always shorter than the post-probation figure. The most common patterns are one week (junior and entry-level roles), one or two weeks (mid-level professional roles), one month (senior professional roles), or the same notice both during and after (less common). The contract is the source of truth.

Why is probation notice shorter?

Probation is the trial period at the start of a new role. Shorter notice on both sides means either side can end the relationship quickly if the fit is not right. Without a shorter probation notice, a poorly-matched hire would mean three months of awkward employment for both sides. The shorter figure is a deliberate feature of the probationary structure.

Does the statutory minimum notice apply during probation?

Yes, but it is very short for short-service employees. Under section 86 of the Employment Rights Act 1996, the statutory minimum notice from the employer is one week once you have completed one month of continuous service, rising to one week per year of service. From the employee side, the statutory minimum is one week once one month of service is complete. The contractual probation notice almost always exceeds these minimums.

When does the contractual notice change to the post-probation figure?

On the date your probation is confirmed in writing. If probation passes silently (the end date arrives and no one says anything), most contracts treat it as confirmed automatically. The longer post-probation notice applies from that date forward. Some contracts have a written confirmation requirement; check yours.

Probation Period Notice Period (UK 2026): How Much, Both Sides

The notice rules during UK probation

UK probation notice is contractual. The most common patterns by role tier:

One week during probation, one month afterwards. The default for most junior to mid-level professional roles, retail, hospitality, and administrative positions.
One month during probation, three months afterwards. NHS Bands 5 to 9, senior professional roles, mid-level management.
Two weeks during probation, two months afterwards. Financial services associate level, some marketing and technology mid-level roles.
One to three months during probation, six months afterwards. Senior leadership and very senior management.
One day or zero notice during probation. Some retail, hospitality, bank and casual contracts.

The figure in your contract overrides everything else. Read it carefully before drafting a resignation letter or responding to a dismissal.

Why probation notice is shorter

Probation is the trial period at the start of a new employment. The relationship is being tested by both sides for a defined period (usually six months). Shorter notice during the probation reflects the fact that neither side is fully committed yet: the employer is checking that the new hire can do the job; the employee is checking that the role and the team actually fit what was sold at interview.

Without a shorter probation notice, a poorly-matched hire would mean weeks or months of awkward employment for both sides. The shorter figure is a deliberate part of the structure.

Statutory minimum notice during probation

UK statutory minimum notice (section 86 of the Employment Rights Act 1996) provides a floor underneath the contractual figure:

From the employer: one week from one month of continuous service, rising to one week per year of service (capped at twelve weeks at twelve years).
From the employee: one week from one month of continuous service.

The contractual probation notice almost always exceeds the statutory minimum so the statutory figures rarely matter in practice. They become relevant only if your contract is silent on probation notice or if you want to leave with less notice than the contract requires (you cannot go below the statutory floor).

Calculating the final working day

Count the contractual probation notice from the date the employer receives the resignation letter:

One-week probation notice handed in on Monday 6 January → final working day Sunday 12 January.
Two-week probation notice handed in on Monday 6 January → final working day Sunday 19 January.
One-month probation notice handed in on 6 January → final working day 5 February.

The notice period calculator handles the arithmetic for any notice length and any start date. The final working day calculator adds weekend and bank holiday rollback options. The probation end date calculator gives the date probation itself ends (separate from any resignation arithmetic).

When does notice change to the post-probation figure?

On the date probation is confirmed. The confirmation can be:

Express written confirmation: a letter or email from the employer confirming probation is passed. Some contracts require this; without it, probation continues by default.
Automatic on the end date: some contracts treat probation as confirmed automatically when the original end date passes without action. The post-probation notice applies from the day after the original probation end date.
Confirmation at the review meeting: some contracts make confirmation conditional on a final review meeting being held. The notice changes on the date of that meeting.

Your contract sets the mechanism. The default reading where the contract is silent is usually automatic confirmation on the original end date.

Probation notice from the employee side

You can resign at any point during probation. The notice you have to give is the contractual probation figure. A short, professional written resignation letter is enough: state the resignation, name the role, give the final working day, offer to support a handover.

You do not have to say why. Most employers will ask in an exit interview; you can give whatever reason you choose, or none. The resignation letter generator builds a tailored letter from a few fields.

For the broader practical detail on resigning during probation, including references and the CV question, see resigning during probation period.

Probation notice from the employer side

The employer can dismiss during probation but must follow a fair process: documented reviews, feedback at each review, reasonable opportunity to improve, and notice consistent with the contract.

Less than two years of service usually means no unfair dismissal claim, so the employer’s legal risk in a rushed probation dismissal is limited. But discrimination, whistleblowing and asserting-a-statutory-right protections apply from day one. If any of those underlie the dismissal, a claim is available regardless of length of service.

For the detail on dismissal during probation, see dismissed during probation and can I appeal a probation dismissal?

If probation is extended

Many UK employers extend probation rather than dismiss when concerns are raised. An extension typically runs three months on top of the original period. The notice rules during the extension are usually the same as the original probation (the shorter figure), with the longer notice applying only once the extended probation passes.

The extension letter should specify the new end date, the specific objectives, the support being provided, and the dates of the additional reviews. See probation period extensions for the detail.

Pay during probation notice

Your pay, pension contributions and benefits continue at the contractual rate up to the final working day. Holiday accrued during probation is paid out in the final pay packet if not taken during the notice period.

The final pay estimator gives a rough net figure for the final payslip. The holiday entitlement calculator pro-rates accrued leave for any work pattern.

Useful calculators

Related guides

Frequently asked questions

What is the notice period during UK probation?: Whatever your contract sets for the probation period, which is almost always shorter than the post-probation figure. The most common patterns are one week (junior and entry-level roles), one or two weeks (mid-level professional roles), one month (senior professional roles), or the same notice both during and after (less common). The contract is the source of truth.
Why is probation notice shorter?: Probation is the trial period at the start of a new role. Shorter notice on both sides means either side can end the relationship quickly if the fit is not right. Without a shorter probation notice, a poorly-matched hire would mean three months of awkward employment for both sides. The shorter figure is a deliberate feature of the probationary structure.
Does the statutory minimum notice apply during probation?: Yes, but it is very short for short-service employees. Under section 86 of the Employment Rights Act 1996, the statutory minimum notice from the employer is one week once you have completed one month of continuous service, rising to one week per year of service. From the employee side, the statutory minimum is one week once one month of service is complete. The contractual probation notice almost always exceeds these minimums.
When does the contractual notice change to the post-probation figure?: On the date your probation is confirmed in writing. If probation passes silently (the end date arrives and no one says anything), most contracts treat it as confirmed automatically. The longer post-probation notice applies from that date forward. Some contracts have a written confirmation requirement; check yours.

General information about UK probation notice. Specifics depend on your contract. For your situation, contact ACAS or an employment-law solicitor.