What is a UK probation review meeting?

A formal one-to-one between the employee and the line manager (sometimes with HR present) to assess progress against the job description during the probation period. Most UK employers run probation reviews at one month, three months and (the decision review) five months. The meeting confirms what is going well, raises any concerns, and sets objectives for the next phase.

How should I prepare for a probation review?

Three steps. Re-read the job description and person specification. Write three to five examples of work you have done that demonstrate the key competencies in the JD. Note any support, training or equipment you would benefit from. A short written self-assessment ahead of the meeting helps the conversation focus on substance rather than impressions.

Can I bring someone with me?

For informal probation reviews, usually no. The right to be accompanied under section 10 of the Employment Relations Act 1999 applies to formal disciplinary and grievance hearings, not routine review meetings. Where the review is in effect a decision meeting about confirmation, extension or dismissal, the right of accompaniment by a colleague or union representative usually applies; the employer should tell you this in writing before the meeting.

What if concerns are raised at the review?

Listen, do not defend. Ask for the concerns to be put in writing. Agree a short improvement period (usually four to six weeks) with specific objectives. Ask for any support that would help (additional supervision, training, shadowing). Schedule a follow-up review. Concerns raised early and addressed actively are almost always recoverable.

Probation Review Meeting (UK 2026): How to Prepare and What to Expect

The three-review pattern

Most UK employers run probation reviews on a structured timeline. The standard pattern in a six-month probation is:

Month 1: settling-in review. Short, informal, focused on practical issues (equipment, training, induction completion, early team integration).
Month 3: mid-probation review. Formal written assessment against the job description. The most important review. Sets the trajectory for the rest of the period.
Month 5: decision review. Confirmation review. The manager decides whether to pass, extend, or proceed to dismissal. Most confirmations happen here.

Some employers add additional touchpoints (month 2 or month 4) for closer monitoring. Some use a single mid- probation review followed by the decision review. The structure varies; the principle is the same.

What probation reviews assess

The criteria come from the published job description and person specification. Five areas typically appear:

Performance: meeting the technical and operational standards of the role.
Attendance: meeting the standard reliability and timekeeping expectations.
Conduct: behaviour consistent with the employer’s values and (for regulated roles) professional standards.
Mandatory training: completion of induction, statutory training and role-specific qualifications.
Team integration: constructive relationships with colleagues and stakeholders.

How to prepare

The strongest reviews are ones where the employee comes prepared with structured evidence. Five preparation steps:

Re-read the job description and person specification. The criteria the manager will use are in those documents.
Write three to five worked examples. Specific pieces of work you have done that demonstrate the key competencies. Bullet form is fine.
Note feedback received so far. Formal and informal. What you have changed in response.
Identify support or training you would benefit from. Specific asks land better than general requests.
Draft a short self- assessment. Half a page covering what is going well, what you are still developing, and what you would like to focus on next.

Bring the self-assessment to the meeting either printed or on a laptop. Most managers welcome a structured contribution from the employee; it makes the meeting more substantive.

During the meeting

The typical structure: the manager opens with a short framing, you share your self-assessment, the manager responds with their view including any concerns, you discuss specific examples on both sides, objectives are set for the next period, and any actions are documented.

Three habits that produce strong reviews:

Listen before responding, especially to anything that sounds like criticism. Ask questions to understand the specific concern before defending.
Be self-aware about development points. Managers respect honest acknowledgment of areas to improve much more than reflexive defensiveness.
Take notes during the meeting. Write up what was agreed within 24 hours and email a summary to the manager.

If concerns are raised

Concerns raised at the one- or three-month review are almost always recoverable. The pattern that works:

Acknowledge the concern. Defending makes it bigger.
Ask for the concern to be put in writing with specific examples. Vague concerns are hard to address; specific ones can be.
Agree a short improvement period (four to six weeks) with three or four specific objectives.
Ask for any support that would help: additional supervision, training, time with a more experienced colleague.
Schedule a follow-up review at the end of the improvement period.
Document your side of the situation for your own records.

If you disagree with the concerns or believe the process is unfair, your trade union representative (if you have one) can attend formal review meetings as long as they are characterised as disciplinary or decision meetings. The employer’s grievance procedure is the route to challenge unfair treatment.

The decision review (month 5)

The decision review is the formal confirmation point. The manager decides one of three outcomes:

Pass. Probation confirmed. The post-probation notice applies from this date (or sometimes from the original probation end date).
Extend. Probation extended by a defined period (usually three months) with specific objectives. See probation period extensions.
Dismiss. Termination at or before the probation end date, with the contractual probation notice. See dismissed during probation.

Most reviews pass without difficulty because earlier reviews surfaced any concerns in time to address them. If the outcome is unexpected, the right of internal appeal applies. See can I appeal a probation dismissal?

NHS probation reviews

NHS probation reviews follow the same general structure with some additions: completion of mandatory NHS training (information governance, safeguarding, infection prevention), confirmation of professional registration (NMC, HCPC, GMC), and progress against the band-specific competency framework. See NHS probation guide for the practical employee playbook and NHS probation period for the policy reference.

Useful calculators

Related guides

Frequently asked questions

What is a UK probation review meeting?: A formal one-to-one between the employee and the line manager (sometimes with HR present) to assess progress against the job description during the probation period. Most UK employers run probation reviews at one month, three months and (the decision review) five months. The meeting confirms what is going well, raises any concerns, and sets objectives for the next phase.
How should I prepare for a probation review?: Three steps. Re-read the job description and person specification. Write three to five examples of work you have done that demonstrate the key competencies in the JD. Note any support, training or equipment you would benefit from. A short written self-assessment ahead of the meeting helps the conversation focus on substance rather than impressions.
Can I bring someone with me?: For informal probation reviews, usually no. The right to be accompanied under section 10 of the Employment Relations Act 1999 applies to formal disciplinary and grievance hearings, not routine review meetings. Where the review is in effect a decision meeting about confirmation, extension or dismissal, the right of accompaniment by a colleague or union representative usually applies; the employer should tell you this in writing before the meeting.
What if concerns are raised at the review?: Listen, do not defend. Ask for the concerns to be put in writing. Agree a short improvement period (usually four to six weeks) with specific objectives. Ask for any support that would help (additional supervision, training, shadowing). Schedule a follow-up review. Concerns raised early and addressed actively are almost always recoverable.

General information about UK probation reviews. Specifics vary by employer. For your situation, contact ACAS or your union representative.