Using success profiles to support a shorter probationary period

by Deborah Kent, HR Manager, Money Advice Trust

From 1 January 2027, the Employment Rights Act 2025 will reduce the qualifying period for protection from unfair dismissal from two years to six months. This change will inevitably have a knock-on effect on the way organisations think about probationary periods. Here we look at the benefits of adopting success profiles.

Money Advice Trust, like many employers, has traditionally used longer probationary periods to fully assess whether new employees should continue in post. However, changes under the Employment Rights Act 2025, including a reduced qualifying service period for unfair dismissal, mean long probationary periods are no longer practical. With compensation risks also increasing, employers need clearer, fairer and more timely ways to assess performance.

How the changes impact probation planning

Money Advice Trust provides free debt advice to the public and small businesses. Our advisers support people dealing with anything from straightforward credit card debt to multiple, complex financial difficulties, often involving vulnerable clients or people facing very challenging circumstances.

Because callers may need help with a wide range of issues, advisers must build knowledge and confidence quickly. Money Advice Trust’s previous probation periods of nine to 12 months reflected the scale of that learning journey, but we have now reduced probation to five months.

The value of success profiles

To support this change, we reviewed our training programme, making it practical from day one, and reduced classroom training by one-third. We also introduced “success profiles” – documents given to new colleagues on their first day that set out their training and on-the-job learning journey, including what is expected to successfully complete probation.

Success profiles help in the following ways:

1. They give transparency for new starters, showing how they are expected to progress and what support conversations will take place if they are not on track, whether informal or formal.
2. They give managers confidence to make probation decisions by clarifying what “good” looks like, what support is available, and when intervention is needed.

In practice, success profiles create a shared commitment – as an employer, we say we will be clear, fair and consistent, while the individual commits to their learning journey and to living our values.

The profiles cover key standards, including:

• Attitude, behaviour, participation in training, collaboration and application of learning.
• Required pass rates for knowledge checks and e-learning assessments, including maximum attempts.
• How information is gathered and recorded during supported calls, alongside call quality, structure and customer service.
• Expected standards for timekeeping and attendance.

Each area is scored and discussed at regular progress meetings with the colleague and their line manager. The scoring criteria is shared with both parties to drive collaboration and so that everyone understands what success looks like and where further support may be needed.

Early feedback has been positive. Line managers welcome the clarity and say it gives them greater confidence to manage a shorter probation period. New trainees also value having a clear pathway from the outset. Although there is still a challenging amount to learn, success profiles help to make expectations transparent, support fair decision-making and reduce uncertainty for everyone involved.

Template success profile

Employee name
Job title
Line manager
The role [Describe the role – what it entails, what probation period applies and a brief overview of the training, coaching and support you’ll provide. Detail what you expect in return, for example new recruits to participate in learning sessions or to apply what they have learnt on the job.] [We also encourage you to highlight any concerns or issues you’re facing during the training period, either with your trainer(s) or line manager, so we can support you. We want you to succeed, so let us know if something is not quite right.]
Behaviours and values [Describe the behaviours and values you expect as aligned to your organisation.]
What does success look like? These are the areas we will measure during your probationary period [detail how often you will meet with them to discuss]:
Performance criteria [List the criteria here.]	Achievement required [Outline expected standards – give scores here if relevant/applicable.]
Time and attendance [Eg attendance.]	Achievement required [Eg no more than x days or x episodes during probation period.]

When we will talk to you about concerns:

• [List here when and how often you will meet with the employee, what happens if you’re concerned about progress and where you’ll have informal conversations about concerns.]

We will have a more formal conversation with you if:

• [List here the occasions when you may hold such conversations eg where feedback suggests they are not improving over time, and what may trigger an automatic probation hearing.]

We will also explain that if improvement is not seen, this may impact your probation outcome.

Signature (employee) …………………………………………. Date ……………………………………..