Probation Periods are one of the most valuable tools employers have for setting expectations, assessing performance and ensuring new starters receive the support they need to flourish within their new role. Yet in many organisations management of probation periods is often inconsistent. From the 1^st January 2027 the government are introducing full employment protections for employees with 6 months continuous service. This means individuals that have been employed from 1^st July 2026 will receive full employment protections from 1^st January 2027. With this in mind it is more important than ever to ensure that veterinary practices are structured, robust and proactive in how they manage probation periods from day one of employment.

A key consideration is the length of a probationary period. Typically, an individual’s probationary period will be either 3 or 6 months long with reviews held during this time frame. This is often not long enough to fairly assess performance and an individual’s suitability for the role. A 6-month probation period with the option to extend by a further 3 months in order to provide a balanced approach giving both employee and employers a meaningful period to evaluate suitability for the role. This process ensures fairness by allowing additional time for training or adjustments to be actioned.

Being robust with probation management requires consistency, clear communication and evidence-based decision making. Routine reviews at planned intervals are essential, common intervals during a 6-month probation period include reviews at One, Three, Five and Six months dependant on the organisation’s process. Details of an employee’s probation period should be found in their contract of employment.

A structured probation review should assess more than just an individual’s technical capability within their role, but areas such as behaviour, reliability, communication and teamwork.

When deciding whether to pass, extend or fail a probation period it is crucial that the decision is defendable, properly documented and based on evidence. If progress is being made but not yet consistently then a 3-month extension can be constructive. However, extensions should not be used to avoid difficult decision making.

Ultimately a well-structured probation periods allow employers to make balanced decision making. Not only is the length of the probation period essential but the consistency and clear expectations set in the reviews. When managed robustly probation periods become a supportive framework that protects the employer and sets employees up for success in their role, and ensures the right people are in the right role long term.

For more detailed information, or if you have any other issues that you would like to discuss, you can contact BMAS by either email advisoryservice@bvna.co.uk or by phone (01822) 870270, quoting your BVNA membership number. This is a free service that forms part of BVNA Membership.