My probation review keeps moving: how do I check an extension or dismissal?

Start with the actual probation term

Acas lists the length and conditions of probation among the written particulars that must be provided. Check what your own terms say about review and extension. A contractual label does not replace statutory employment protections, which depend on the right and facts involved. Do not use the end of a probation period as a universal test of whether a dismissal claim is available.

Build a review timeline

Record the start date, original end date, scheduled meetings, cancellations and any extension message. Ask which clause is relied on, the new review date and the reason. Distinguish an informal comment that you are doing well from a written change to your terms. If no meeting happened, ask for confirmation of the position rather than assuming either automatic confirmation or indefinite probation.

Compare expectations with support

Keep the objectives, work examples, feedback and training promised or provided. For each concern raised, ask for a specific example, expected standard and practical opportunity to improve. Note a changed manager or task where relevant. This gives a usable factual record without alleging that every missing course makes a dismissal unlawful or that a positive review guarantees continued employment.

If employment is ended

Obtain the stated reason, end date, notice treatment and final-pay information. Keep any request for an adjustment or protected leave separate but visible in the timeline. Seek current advice about the particular right, service requirement and time limit. The contract and evidence help frame that question; this article does not decide the fairness of the dismissal.

Example: the manager changes before a review

Hypothetical illustration: a planned review is cancelled and the new manager later says the probation will continue. Keep the original clause, objectives, cancellation and new message. Ask what wording permits the proposed arrangement, which criteria will be used, what training is available and when status will be confirmed. A cancelled meeting and a new instruction are facts to assess, not an automatic legal extension.

If feedback, pay or employment status remain unclear

Make separate rows for the requested feedback, current pay, probation end date and any termination notice. Ask the employer to clarify the actual decision rather than inferring it from silence. For advice, bring the full term and review timeline, including any protected-leave or adjustment request. Check the specific right and current filing limit; a probation label alone cannot establish or exclude every claim.

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