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Passes the full picture from one shift to the next so the incoming team knows exactly what changed and what still needs doing.
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- Schedule reviews early, for example at 4 to 6 weeks and again at 10 to 12 weeks, not just at the very end
- Tell the employee the meeting is to review progress and what will be discussed, before you sit down
- Review their work against the standards and goals set at the start, with specific examples
- Give honest feedback on what is going well and what needs to improve, and let them respond
- Listen to how they are finding the role, the training, and any support they need
- Agree clear, practical actions with dates if anything needs to get better
All checks done
Team
Probation Review Checklist
A fair, on-the-record way to review a new starter so the outcome is clear, justified, and never decided by default.
10 checksPDF + phoneReviewed for 2026Source: Acas Code of Practice on Discipline and Grievance; Acas guidance on probation and dismissal
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Replaces a DIY doc, and you get every future update free when the guidance changes.
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- A clean one-page PDF, ready to print
- Opens and ticks off on any phone
- Plain English, no jargon, easy to follow
- Free updates whenever the guidance changes
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What’s on it
10 things to check.
Everything that matters, nothing that does not. Here is the full list, exactly as it appears on the template.
- 1Schedule reviews early, for example at 4 to 6 weeks and again at 10 to 12 weeks, not just at the very end
- 2Tell the employee the meeting is to review progress and what will be discussed, before you sit down
- 3Review their work against the standards and goals set at the start, with specific examples
- 4Give honest feedback on what is going well and what needs to improve, and let them respond
- 5Listen to how they are finding the role, the training, and any support they need
- 6Agree clear, practical actions with dates if anything needs to get better
- 7If there are concerns, raise them clearly and give a genuine opportunity to improve before any decision
- 8Decide the outcome: pass, extend with reasons, or do not pass, and never let probation simply lapse
- 9Confirm the outcome in writing, including any extension and what happens next
- 10Keep a written record of each review so progress and decisions are documented if ever questioned
Good to know
Probation must not be allowed to lapse without a decision, as that usually means the employee passes by default; the Acas Code expects an employee to be told the concerns and given a chance to respond before any dismissal.
Source: Acas Code of Practice on Discipline and Grievance; Acas guidance on probation and dismissal
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