How to Structure Probation Reviews for Success: Checkpoints at Day 150, 165, 175 & 182

A single end-of-probation review at month six is not a structured process — it is a retrospective judgement call with no documented trail behind it. From 1 January 2027, when the unfair dismissal qualifying period drops to six months, that approach exposes employers to claims they cannot defend. ACAS guidance is clear that regular feedback during probation is essential, not just a review at the end. A staged checkpoint schedule — with defined review points at Day 150, 165, 175, and 182 — ensures performance issues are identified early, support is documented, and decisions are made before the statutory deadline.

ProbationWatch runs this exact four-stage alert sequence automatically, counting from each employee's actual start date and prompting managers at every checkpoint. See how it works →

When Should Probation Reviews Be Conducted?

The short answer: far more often than most employers currently manage, and with a clear escalation path in the final month.

A six-month probation period spans approximately 182 calendar days. Brightmine's 2025 research found that around 60% of UK organisations use a six-month probationary period — but most rely on a single formal review at or near the end. Fewer than half of organisations provide line manager training on managing probation, which means the people responsible for running reviews often lack a clear framework for when to hold them and what to cover.

ACAS guidance does not prescribe a fixed number of reviews, but it emphasises that feedback should be regular and ongoing — not compressed into a single conversation at the end of the period. Employment law specialists including Bird & Bird have advised that employers should complete their assessment of a new starter's suitability before the six-month point, leaving time for a fair decision process.

The most defensible approach is a combination of regular informal check-ins throughout the period and formal documented reviews at defined milestones — with a final-month escalation sequence that ensures no decision is left to the last day.

What Does a Structured Probation Timeline Look Like?

The following framework builds regular touchpoints across the full six months, with an accelerated sequence in the final 32 days. Each stage has a clear purpose, defined actions, and documentation requirements.

Day 1–14: Foundation

Purpose: Set the terms of the probation clearly and in writing.

Within the first two weeks, the employee should receive written confirmation of their probation period and end date, documented objectives and success criteria for the role, a schedule of planned review dates, and clarity on what a successful probation looks like.

This is the baseline document that every subsequent review will reference. Without it, any later assessment of performance is subjective — and subjective assessments are difficult to defend at tribunal.

Day 30: First check-in

Purpose: Early course correction.

A brief, documented conversation covering how the employee is settling in, early progress against objectives, any training or support needs, and initial observations from the manager.

This is not a formal review — it is a temperature check. But it must be recorded. If performance issues emerge later, a tribunal will look at whether the employer identified and addressed them early. A documented Day 30 check-in demonstrates that you were paying attention from the start.

Day 60: Mid-early review

Purpose: Confirm trajectory or flag concerns.

By Day 60, a pattern should be emerging. The manager should be able to assess whether the employee is on track, making progress but needing support, or showing signs of concern. This review should be more structured than the Day 30 check-in: progress against each original objective, specific examples of good performance or areas of concern, any support provided and its effect, and agreed actions for the next period.

If concerns are present, they must be raised clearly and in writing at this stage. Waiting until month five to raise an issue that was visible at month two undermines the fairness of any later decision.

Day 90: Formal mid-probation review

Purpose: Substantive assessment and formal record.

The Day 90 review is the most important checkpoint before the final month. It should produce a formal written record covering a detailed assessment against all objectives, a clear statement of whether the employee is meeting, partially meeting, or not meeting expectations, documented feedback with specific examples, support and development already provided, additional support to be provided in the next 90 days, and an explicit statement of what needs to happen for probation to be confirmed.

This is the review that creates the evidential backbone of the probation file. If the employee is later dismissed and challenges the decision, the tribunal will look closely at what was communicated at the halfway point.

Day 120: Follow-up review

Purpose: Track progress on mid-probation actions.

If concerns were raised at Day 90, the Day 120 review checks whether the agreed actions and support have produced improvement. If performance has improved, record it. If it has not, the written record should make that clear — including what additional steps will be taken and what the consequences may be if improvement is not achieved.

For employees who were on track at Day 90, this is a lighter-touch check-in confirming continued progress.

The Final 32 Days: Day 150, 165, 175 & 182

This is where the process sharpens. With the statutory deadline approaching, the final month requires an escalating sequence of review points that ensure no decision is deferred past the point of legal safety.

Day 150: Warning window

Purpose: Final opportunity to address unresolved concerns.

If there are outstanding performance or conduct issues, Day 150 is the last point at which a meaningful improvement plan can be started before the decision deadline. The review should produce a formal written record setting out the specific issues that remain unresolved, the support and feedback already provided (referencing earlier review records), a clear statement of what improvement is required, the timeline for achieving it, and an explicit statement that if improvement is not demonstrated, the probation may not be confirmed.

For employees who are performing well, Day 150 is a confirmation checkpoint — a brief documented note that the employee remains on track for confirmation.

Day 165: Escalation

Purpose: Assess whether improvement has occurred.

If concerns were raised at Day 150, the Day 165 review asks a direct question: has the employee improved? The written record should document specific evidence of improvement or continued shortfall, reference the Day 150 targets, and — if improvement has not occurred — state clearly that the probation is at serious risk of not being confirmed.

This is also the point at which the manager should consult with HR (if available) on the likely outcome and the documentation needed to support it. For smaller employers without a dedicated HR function, this is the point to seek external advice if the decision is likely to be dismissal.

Day 175: Decision week

Purpose: Reach and document the decision.

By Day 175, the decision should be made. The formal review record at this stage should set out the complete probation history — original objectives, each review outcome, support provided, feedback given, and the employee's response — and state the recommended outcome: confirm, extend, or dismiss.

If the recommendation is dismissal, the record must demonstrate that the decision was based on documented evidence, the employee was given feedback and the opportunity to improve, support was provided, and the process was fair. This is the record that will be tested at tribunal if the employee brings a claim after January 2027.

If the recommendation is extension, the reasons must be documented with new objectives and a defined end date. The extension does not reset the statutory clock — from January 2027, the employee gains unfair dismissal rights at six months regardless of the contractual probation status.

Day 182: Final decision communicated

Purpose: Confirm the outcome in writing.

By Day 182, the employee must have received written confirmation of the probation outcome: confirmed in post, probation extended (with documented reasons, new objectives, and a clear end date), or employment terminated (with documented reasons and the right of appeal).

The written confirmation should reference the review history and the evidence base. It is the capstone of the probation file — the document that ties the entire process together.

ProbationWatch triggers alerts at each of these four checkpoints and generates structured review records at every stage — so the evidence chain is built as you go, not reconstructed after the fact. Compare plans →

How Many Probation Reviews Should You Have in Six Months?

There is no statutory minimum. ACAS does not prescribe a number. But the practical answer, based on employment law guidance and tribunal expectations, is: enough to demonstrate that the employer monitored performance regularly, raised concerns early, provided support, and made a fair decision based on documented evidence.

The framework above includes seven documented touchpoints across 182 days: Day 14 (foundation), Day 30, Day 60, Day 90, Day 120, Day 150, and the final sequence at Day 165, 175, and 182. That is not bureaucratic overhead — it is the minimum schedule that produces a defensible record.

Some employment law specialists recommend probation periods of no more than five months, to build in a buffer before the Day 182 statutory threshold. Under that approach, the final-month escalation sequence (Day 150–182) shifts earlier, giving the employer additional time to manage any extension or appeal process before the employee's unfair dismissal rights crystallise.

The key principle: the number of reviews matters less than their quality and consistency. A single thorough mid-probation review at Day 90, followed by the four-checkpoint final sequence, is significantly more defensible than six vague check-ins with no written records.

What Should a Mid-Probation Review Include?

The mid-probation review — typically at Day 90 — is the single most important review in the process. It is the point at which the employer must be able to answer: is this employee on track to pass probation, and if not, what specifically needs to change?

A mid-probation review should cover:

Progress against each written objective. Not a general impression — a specific, evidence-based assessment of performance against each criterion set at the start of probation.

Concrete feedback. What the employee is doing well, with examples. What needs to improve, with examples. Vague statements like "needs to show more initiative" are inadequate — tribunals expect specificity.

Support and development provided. Training completed, mentoring arrangements, reasonable adjustments, additional resources. The employer must be able to show they helped the employee succeed, not just observed them failing.

Employee input. What challenges the employee has faced, what support they feel they need, whether they have any concerns. The record should show this was a two-way conversation.

Agreed actions. What the employee will do differently, what the employer will provide, and by when. These actions become the benchmark for the next review.

Overall assessment. A clear, written statement: meeting expectations, partially meeting expectations, or not meeting expectations. This is the rating that the Day 150 and subsequent reviews will measure against.

What Happens at the End of a Probation Period?

Three outcomes are possible, and each must be communicated in writing with documented reasoning:

Confirmation. The employee has met the required standard. Probation ends, the employee moves to their full contractual terms, and any probation-specific notice provisions are replaced by standard notice periods.

Extension. The employer has identified specific areas where the employee has not yet met the standard but believes improvement is achievable with additional time and support. The extension must be documented with reasons, new objectives, a defined end date, and continued review checkpoints. From January 2027, extending probation beyond six months does not delay the employee's unfair dismissal rights — the statutory threshold is based on continuous service, not the contractual probation period.

Dismissal. The employee has not met the required standard despite documented feedback, support, and the opportunity to improve. The dismissal must follow a fair process — including a formal meeting, the right to be accompanied, and the right of appeal. The decision record must reference the full review history.

The worst outcome is a fourth, unofficial one: no decision at all. An employer who allows the probation period to expire without communicating an outcome has implicitly confirmed the employee in post — with no documented review trail and full unfair dismissal rights from Day 182.

What Is a 30-60-90 Day Review for New Employees?

The 30-60-90 day framework is a widely used onboarding and performance structure that divides the first three months into three phases, each with escalating expectations:

Day 30: Learn. The employee is expected to understand the role, the team, the tools, and the immediate priorities. The review focuses on whether they are absorbing information, asking the right questions, and integrating into the team.

Day 60: Contribute. The employee should be starting to deliver independently. The review assesses early output, initiative, and whether the learning from month one is translating into productive work.

Day 90: Perform. The employee is expected to be operating at or near the level required for the role. The review is a substantive performance assessment against the original objectives.

The 30-60-90 framework is a useful foundation for the first half of probation. But it only covers 90 of 182 days. Employers who stop at Day 90 and do not schedule reviews for the final three months — particularly the critical Day 150–182 window — leave a gap in the documentation trail that is difficult to fill retrospectively.

The most robust approach combines 30-60-90 reviews in the first half with the escalating checkpoint sequence (Day 120, 150, 165, 175, 182) in the second half. Together, they produce a complete, documented record from onboarding through to the final decision.

ProbationWatch maps the full timeline from Day 1 to Day 182 and prompts managers at every stage — so you get the structure of 30-60-90 and the compliance rigour of the final-month sequence in a single system. Start your free trial →

Frequently Asked Questions

When should probation reviews be conducted?

At minimum: a foundation-setting meeting within the first two weeks, regular check-ins at Day 30, 60, and 90, a follow-up at Day 120, and an escalating final-month sequence at Day 150, 165, 175, and 182. ACAS guidance emphasises regular feedback throughout, not a single review at the end.

How many probation reviews should you have in six months?

There is no statutory minimum, but a defensible process typically includes seven or more documented touchpoints across the 182-day period. The quality and consistency of reviews matters more than the number — but a single end-of-probation review is insufficient under the new legal framework.

What should a mid-probation review include?

A formal mid-probation review should cover progress against each written objective, specific feedback with examples, a record of support provided, the employee's input, agreed actions for the next period, and a clear overall assessment of whether the employee is meeting expectations.

How do you conduct a probation review in the UK?

Prepare by reviewing objectives and previous records. During the meeting, assess performance against each objective, give specific feedback, discuss support needs, and agree next steps. Produce a written record within 48 hours and have both parties sign or acknowledge it. Store the record securely as part of the employee's probation file.

What happens at the end of a probation period?

Three outcomes: confirmation in post, extension with documented reasons and new objectives, or dismissal following a fair process. Each must be communicated in writing before or on Day 182. Allowing the probation period to expire without a recorded decision implicitly confirms the employee — with no documentation to support the outcome.

What is a 30-60-90 day review for new employees?

A structured onboarding framework dividing the first three months into learning (Day 30), contributing (Day 60), and performing (Day 90) phases. It provides a useful foundation for the first half of probation but should be combined with an escalating checkpoint sequence in the second half to cover the full 182-day period.