What to Record Before Extending a Probation

Extending probation isn't an admin step. From the tribunal's perspective, it's a decision that needs a written reason and a clear measurement. If the employee is later dismissed during the extension, this is one of the documents they will ask for.

Six Things to Record

1. The original probation end date and Day 182 threshold. 2. The specific reasons for extending — not "still settling in". 3. What would have been different by Day 175 — i.e. what they needed to demonstrate. 4. The new measurement — what "pass" looks like at the next review. 5. The new end date, and whether it crosses the Day 182 threshold. 6. Whether the employee was given a chance to respond to the proposal — and what they said.

When Extension Is the Right Call

Extension makes sense when performance is mixed but the trajectory is positive: there's something concrete the employee could change in four more weeks, and the line manager believes the role is the right fit. It is not a way to push a probation past Day 182 to dodge statutory rights — that doesn't work, and tribunals see through it.

When Extension Is the Wrong Call

• When the issues are serious enough that you'd dismiss now.
• When the issues are conduct-related rather than performance-related.
• When the employee has not been given clear, specific feedback already.
• When the new measurement isn't materially different from the last one.

ProbationWatch records the extension decision with all six fields, with the new measurement locked to a date. Start free →

What the New Measurement Should Look Like

Concrete, observable, and within the employee's control. "Be more communicative" is weak. "Post one daily standup update in the team channel, and respond to client tickets within four working hours" is strong. If it's not specific enough to mark a tick or a cross next to, it's not specific enough for an extension.

Warning: Extensions that cross Day 182 still need to be defensible. If you're considering one, get legal advice before you propose it.

Frequently Asked Questions

Do I need the employee's agreement to extend probation? It depends on the contract. Many contracts allow the employer to extend probation unilaterally; others require agreement. Check the specific contract before proposing an extension.

How long should a probation extension be? Long enough for the new measurement to be visible — usually four to eight weeks. Open-ended extensions are weak and rarely defensible.

Can I extend probation more than once? Technically yes if the contract allows, but each subsequent extension weakens the record. A second extension usually signals that the decision should have been made earlier.