{"id":22533,"date":"2026-09-29T10:47:27","date_gmt":"2026-09-29T10:47:27","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=22533"},"modified":"2026-10-05T12:28:26","modified_gmt":"2026-10-05T12:28:26","slug":"unfair-discmissal-changes-making-shorter-probationary-periods-successful","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/unfair-discmissal-changes-making-shorter-probationary-periods-successful\/","title":{"rendered":"Unfair discmissal changes &#8211; how success profiles can help you make a success of shorter probationary periods"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-radius:25px\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"wp-block-paragraph\">With unfair dismissal protection kicking in after just six months from January 2027, probation is about to matter more than ever. Organisations are already reviewing, and often shortening, their probationary processes in response to the Employment Rights Act 2025. Deborah Kent, HR Manager at the Money Advice Trust, joins the podcast to explore how success profiles can strengthen onboarding and initial training. Listen now to find out how to set new starters up for success from day one.<\/p>\n\n\n\n<p id=\"listen\" class=\"wp-block-paragraph\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: ERA unfair dismissal changes \u2013 how success profiles can help you make a success of shorter probationary periods\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/4qs1YUh03ij8iB9A7wZIHR?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:1px\" aria-hidden=\"true\" id=\"transcript\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"lnrs-styled-faq wp-block-lnrs-styled-faq\">\n\t<div class=\"lnrs-faq__list\">\n\t\t\t\t\t<div class=\"lnrs-faq__item\" style=\"border-top-width: 1px; border-bottom-width: 1px; border-left-width: 0px; border-right-width: 0px; border-style: solid; border-top-color: var(--wp--preset--color--secondary-gray); border-bottom-color: var(--wp--preset--color--secondary-gray);\" data-open-default=\"false\">\n\t\t\t\t\t\t\t\t<button type=\"button\" class=\"lnrs-faq__header\" aria-expanded=\"false\">\n\t\t\t\t\t<span class=\"lnrs-faq__header-text\">\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-faq__question-block-wrapper\">\n\t\t\t\t\t\t\t\n<p class=\"lnrs-faq__question-block has-secondary-blue-color has-text-color has-link-color has-medium-font-size wp-elements-6a8237408840897373e7b51335397697 wp-block-paragraph\" style=\"font-style:normal;font-weight:500\">Read the transcript<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<span class=\"lnrs-faq__arrow has-circle-bg\" style=\"font-size: 24px; width: 24px; height: 24px; color: var(--wp--preset--color--primary-white); background-color: var(--wp--preset--color--secondary-blue);\">\n\t\t\t\t\t\t<svg width=\"1em\" height=\"1em\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M6 9l6 6 6-6\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" \/><\/svg>\t\t\t\t\t<\/span>\n\t\t\t\t<\/button>\n\t\t\t\t<div class=\"lnrs-faq__body\" style=\"max-height: 0; opacity: 0; overflow: hidden;\">\n\t\t\t\t\t<div class=\"lnrs-faq__answer\">\n\t\t\t\t\t\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"https:\/\/www.brightmine.com\">www.brightmine.com<\/a>.\u00a0\u00a0 \u00ad\u00ad\u00ad<\/p>\n\n<p class=\"wp-block-paragraph\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about the use of success profile during the training of new recruits. Of course there\u2019s a big change coming to unfair dismissal in January, reducing the qualifying period for protection from unfair dismissal from two years to six months, and this in turn is having a big impact on the way organisations are thinking about probationary periods for new employees. So it\u2019s a big and important subject.<\/p>\n\n<p class=\"wp-block-paragraph\">To talk about success profiles and thinking about training in general, I\u2019m delighted to be joined today by Deborah Kent, HR manager at Money Advice Trust. They\u2019re very welcome to the podcast.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Thank you, Robert. Thanks for inviting me.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> I should begin by mentioning how we made contact in the first place. You attended a Brightmine webinar on the unfair dismissal changes \u2013 I\u2019ll put a link to that in the webinar show notes \u2013 and you mentioned your use of success profiles in the chat. And everyone wanted a copy. There was this huge clamour for that, so I thought you\u2019d be a great idea to get you on to talk about that. And we\u2019ll also be publishing a piece of your writing for us, which is wonderful.<\/p>\n\n<p class=\"wp-block-paragraph\">So let\u2019s begin with a bit of scene-setting, really. So a bit of information about you and your organisation.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Sure. So I\u2019m a HR manager, [unclear \u2013 0:01:44.7] organisation, as you said, Money Advice Trust. And we give self-help advice to the public and small businesses on managing their debts. So that advice can range from very straightforward \u2013 credit card debt, for example \u2013 through to multiple and complex financial issues. Our advisors deals with very many vulnerable clients.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So as you say, some of it\u2019s very straightforward and some of it can be quite complex and technical. So when you are training a new recruit, how long does that usually take and how do you use probation periods in order to achieve the best outcomes?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> So it was a long learning process. There\u2019s a great deal of information that advisors need to absorb. And traditionally our probation periods were between 9 and 12 months. And of course we had the luxury of being able to extend that. We don\u2019t have that anymore so we\u2019ve had to really think about how we shorten that training period and really progress advisors through to getting up to speed with a lot less time, now that the unfair dismissal changes are coming through.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. And when you\u2019re saying, so probation periods of 9 to 12 months and then possibility of extensions as well, was that generally with successful outcomes? I mean, this was working for your organisation?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Generally yes, but I would say that we would\u2026we had the luxury of being able to give lots of support to people. So even where they were nearing the end of that probation we would just try and really work with them just to get them over the line. \u2018Cause after all, it takes, you know, money and investment and time to recruit and train people, and we wanted to get the best out of them that we could. So we were guilty of extending that probation period and we had the luxury to do so. It\u2019s not the case anymore so we really have to recruit sensibly and wisely, and we have to make sure that we\u2019re working really well with the new trainees, they\u2019re ultra-clear on what\u2019s expected of them, managers are ultra-clear how to manage it, and then there\u2019s no surprises towards the end of the probation period.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. So this change in legislation in many ways is forcing your organisation, like so many others, to sort of sharpen up, up there, you know, possibly in a very useful way but it does also mean that, in this case for instance, there\u2019s a lot of quite complicated information to take on board and processes to internalize really quite rapidly. So what\u2019s the probation period going to be from this point? Is it immediately, with immediately effect? Deborah Kent: So we\u2019ve already started. So we had some trainees start back in May and June. So we\u2019ve now issued them with these success profiles and what\u2019s expected, and we\u2019ve been working with them on the new style of training, which is very practical from day one, rather than spending a proportion of time within the classroom and learning a lot of theory. So we\u2019ve sped that up and now we\u2019ve reduced that probation period down to five months. That gives us a little bit of wriggle room because the statutory notice is also included in that six-month period. So effectively we have a five month and three weeks sort of period to get people up to speed. So we\u2019ve reduced it to five months, you know, giving a little bit of wriggle room.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. And so I suppose now then extensions become more or less impossible?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Yes. We\u2019ve removed the reference to an extension period completely from the policy. So we have to make a decision \u2013 \u2018Are you staying or are you going?\u2019 \u2013 at five months.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> We\u2019ll get onto the sort of details of the success profile in a moment. So let\u2019s talk through the way that you sort of changed your training period. So first of all you\u2019ve obviously reduced the training period.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> We were actually doing that before we knew about the unfair dismissal changes. We wanted to give advisors a really sort of practical take on what the job was like from the very beginning. So we used to do lots of theory and ease them into this process, but then we had feedback that said, \u2018Do you know what? I really would like to know what the job is earlier on.\u2019 So we rolled that up for her. So that\u2019s really helped us to shorten that training period, and that\u2019s obviously been of benefit with the new unfair dismissal changes coming in.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So you used to have something that was almost entirely theoretical to begin with?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That\u2019s right, yeah.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Whereas now people have to sort of get in the water and swim?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That\u2019s right. So we show our CRM from day one, so they\u2019re using and understanding how to create records and how to write up notes alongside giving that advice all in one go, rather than try to log into the CRM six weeks\u2019 later and apply that theory. It seems to be a better way for people to learn.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Okay. So actually, again that\u2019s been quite a positive change then for the organisation in many ways, in terms of just sort of forcing you to look at how you\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Absolutely. And the feedback from the trainees is that they really welcome that approach, and that they\u2019re getting up to speed quicker by using that approach to training.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Okay. Now, success profiles are a sort of another key component, maybe <em>the<\/em> key component in this change. So what is a success profile, in the first place?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> So it\u2019s essentially a document that says, \u2018This is the job, this is what we expect of you during your training period, this is what we expect during your sort of on-the-job learning, and this is what we\u2019ll give to you in return, this is the support that we\u2019re going to give to you to help you get there.\u2019<\/p>\n\n<p class=\"wp-block-paragraph\">And what we like about the success profile is that it\u2019s really transparent. It\u2019s transparent for the individual who understands completely what\u2019s expected of them, and it also makes the job of the manager much easier because they can confidently manage people to know expected standards. So that transparency, we think, is worth having a success profile for.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And at what point do you sort of issue the success profile? Do you ever show it during the recruitment process?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> This is a new process so we haven\u2019t yet shown that in recruitment. That\u2019s not to say that we won\u2019t in the future, by certainly by day one we\u2019re sharing the success profile with new trainees so they\u2019re understanding from the start exactly what we\u2019re expecting of them and they can work towards that.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And so we\u2019ll go into detail about what the success profile covers in a second. Is there ever any negotiation, so you issue somebody who\u2019s just been employed with this and do they ever say, \u2018Well hold up a second, this bit doesn\u2019t\u2026\u2019 (you know, possibly for very good reason) \u2018\u2026this bit doesn\u2019t sound right for me. Do we need to talk about how that\u2019s phrased, how it\u2019s\u2026?\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That hasn\u2019t happened yet. That\u2019s not to say we wouldn\u2019t take the feedback on board. So one thing I have done with the new trainees is I\u2019ve said, \u2018We do welcome your feedback,\u2019 \u2018cause actually, those new trainees are really our guinea pigs on this process. They only started in May and June, and they\u2019re the first ones, as groups, to go through this process. So we would certainly take their feedback on board and then amend and tweak as we go.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Okay. So let\u2019s talk about what a success profile includes. So what does it cover? Deborah Kent: Sure. So we say, \u2018In your training period these are the standards we expect in terms of, you know, your participation in your learning, your behaviour, your professionalism, your collaboration with your colleagues, and actually how you engage with that training.\u2019 And then we score that element of\u2026each week we score them on all of those areas, and then that goes to the line manager to feed into their monthly checks.<\/p>\n\n<p class=\"wp-block-paragraph\">And then when they move to on-the-job learning, we\u2019re then assessing how they gather and record information during their first supported calls, as well as the quality, the call structure and how they manage their customer service skills. And also living and demonstrating our values as well. That\u2019s really important. So we also measure them on how they\u2019re doing. And then again they\u2019re scored on all of those elements. That feeds into their monthly checks with their managers, and they have these open conversations about where things are going really well, and also where things are perhaps falling down a little and we need to support further.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So these are generally people who are speaking to members of the public all the time?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That\u2019s right.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So obviously that really is crucial, and you\u2019re trying to get people to adopt your values more or less from day one?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Yeah.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> How easy is that actually in the first place, so to have somebody come on board, they are maybe immediately speaking to people beyond the organisation? You know, it\u2019s quite a tough thing to ask of somebody, isn\u2019t it, that they should already have internalised everything?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That\u2019s right. There is a lot to learn and obviously those customer service skills, you know, our advisors come across some really harrowing experiences from people, and it\u2019s really important that, you know, we empathise and we don\u2019t judge, and that we take them through and we try and find the solution for them. So those customer service skills are also part of that training.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So in terms of then\u2026which I know one reason why everybody wanted you to share the success profile in the webinar, is how to really do probation well, and to have sort of continuous feedback, or at least continual feedback. I think a lot of organisations find that actually only really begin to make decisions quite late on in the process, whereas\u2026so okay, you\u2019ve got a five-month period. There\u2019s a line manager meeting I think you said every month. Is that right? And then\u2026but every week something else is happening? Sort of, can you explain to me all of those bits, how they fit together? Deborah Kent: So particularly in the training, the scores are given weekly. So the trainer will feed those scores on all of those criteria through to the line manager and say where they\u2019re doing really well, where they\u2019re not doing so well. And then the manager will collate all of that information, review it, and then they\u2019ll hold a meeting, their monthly check-in. That\u2019s not to say they don\u2019t have conversations outside of that. The guide that supports the manager and the trainee through this actually outlines when we\u2019ll have an informal conversation with you and when things will go a little bit more formal because you\u2019re not quite getting there.<\/p>\n\n<p class=\"wp-block-paragraph\">So the success profile is just that culture transparency about what we expect, where you\u2019ll have a conversation where things are going wrong. So there\u2019s no sort of late coming to a decision because you already know that you\u2019re on track to make that decision. And that\u2019s where I think that managers are really finding this a comfortable thing to work with because they\u2019ve got clarity right from the beginning, and it helps them to measure, and it helps them to support, and it helps them to make a decision by the end of that probation period.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. And it\u2019s really open and honest with the employee as well, isn\u2019t it? So there\u2019s a certain kind of fairness built in.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> So yeah, that\u2019s it. And it\u2019s not all one way. We also encourage the trainee to come to us if anything is wrong. So if something doesn\u2019t feel right, come to us. \u2018Cause it\u2019s not all about us telling you what we need. We know that you\u2019re going to have needs as well. So it\u2019s that two-way conversation that really helps people to hopefully succeed during their probation period and beyond.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So it sounds as though the training period is really quite intense. In terms of the line managers \u2013 \u2018cause I think again often it\u2019s the case that line managers have jobs and then they\u2019re also line managers as well \u2013 is there enough space in a line manager\u2019s working life to be able to be involved in something quite so intense? How do you make that?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> It is really difficult, yeah, and our line managers have a lot to do. You know, it\u2019s a big job. They\u2019re supporting, you know, people on the job already who have been there some time and now they\u2019re supporting, you know, a group of trainees. So it isn\u2019t easy but I think this is one of the most important processes and one of the most important ones to get right \u2018cause you literally don\u2019t have enough time to\u2026and the luxury beyond sort of five, six months to let that go. So it is a case of sort of prioritising that task perhaps a little bit above others.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> But then you get to an outcome sooner, I guess, than\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> That\u2019s right, yeah. So it\u2019s a, you know, a shorter time to have that pain, whereas hopefully you\u2019ll make that decision and, you know, it\u2019s done and dusted.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. And the scoring you could talk about. How subjective is scoring?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> We\u2019ve given lots of detail within each score \u2013 so what a zero looks like where you\u2019re not meeting the requirements, up to a three where you\u2019re exceeding those requirements. And we\u2019ve actually padded out what each of those criteria looks like for each of the sort of attitude, behaviour, reliability criteria that we\u2019ve put in. So it\u2019s really easy for managers to understand exactly where that person sits within the scoring mechanism, \u2018cause we\u2019ve padded that out with the detail of what that looks like.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And are the scores shared with the employee at the time, on a week-by-week basis? Okay.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> The employee also knows what the scores are, what the detail behind those scores are as well in advance, \u2018cause it\u2019s already within their guide.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And I know that this is a new process for your organisation. At the same time, you know, what sort of conversations are you having as a result of this scoring, it being visible to the employee? Are you learning from that and then acting, or\u2026?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> I think it\u2019s early days. I think we are really on the start of this sort of new journey. But certainly the feedback from managers so far is that they really like the clarity that they\u2019re getting, and that\u2019s giving them a little bit more confidence to make those decisions.<\/p>\n\n<p class=\"wp-block-paragraph\">Trainees, I think it\u2019s early days for. We\u2019re still seeking feedback but watch this space. We\u2019ll get back to you when we have more.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Sort of to summarise in terms of, you know, you saw the change that\u2019s coming with unfair dismissals, that this reduces it from two years to six months. Like a lot of other organisations you had to pivot and go to a shorter probation period. What are the\u2026just sort of, you know, go back over some of the things you\u2019ve already said, but just in brief what are the advantages in doing it this way? You know, the legislation has done something useful, in a way? Obviously it\u2019s a pressure on employers. Is it also good for employers? Deborah Kent: Yeah. I think it can be. I think it encourages managers to have these early conversations and address things that are not going quite well, and do that earlier. And I think that is a good thing. I think the bad thing is the bureaucracy and the administration of it. It is a lot of hard work. You know, if you don\u2019t follow your timeline that\u2019s going to potentially cause problems, your, like, normal performance management procedures where decisions aren\u2019t made. But I think, you know, for us certainly it\u2019s really made us concentrate on exactly what\u2019s important and what do we need out of this process because it was such a tight timeline. And although we were already working on improving that training period and shortening it down, this has really helped us hone in on making those decisions really quickly. So I think it does have a silver lining benefit.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Well that\u2019s certainly good to hear, that you know, actually it\u2019s helped you to refine processes in a useful way. And then do you do top-up training, though, beyond the probationary period then? Have you moved a part of the training beyond probation?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> So one of the things we really had to look at was how much knowledge we felt an advisor would need in order to be able to deliver advice much more quickly than they were used to. So we really had a good look at the topics and said, you know, \u2018What comes up more rarely? What comes up really regularly?\u2019 and tailor the training to that. So the more difficult, complex subjects that don\u2019t come up so often we move further down the line to sort of later on training once they\u2019ve passed their probation and they\u2019re settling into the job.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Right. So as you say, you\u2019re already seeing the effects of giving managers and new trainees transparency in this way. So I hope that we\u2019ll hear more about the success of the new probation periods that you\u2019ve employed. And of course you\u2019re writing a piece for us, which we\u2019ll publish in due course as well, that will give people a bit more detail about actually how to write a success profile.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Deborah Kent:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Which I\u2019m sure they\u2019ll be delighted to see. And we obviously have lots of supporting materials on the Brightmine website for how to do probation well. Thank you so much for joining us today. And all I have to say now is just until next time.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t<\/div>\n\n\n\n<h2 id=\"speakers\" class=\"wp-block-heading\">Guest speaker<\/h2>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"180\" height=\"180\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/09\/05120655\/deborah-kent.webp\" alt=\"\" class=\"wp-image-22551\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/09\/05120655\/deborah-kent.webp 180w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/09\/05120655\/deborah-kent-150x150.webp 150w\" sizes=\"auto, (max-width: 180px) 100vw, 180px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left wp-block-paragraph\"><strong>Deborah Kent<\/strong><br>HR Manager, Money Advice Trust<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-9abcfde1 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-1f96cfca wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"wp-block-paragraph\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8 wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21 wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-64c039dc wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">Listen to more episodes:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-a7dce961 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-22533 resources type-resources status-publish has-post-thumbnail hentry category-podcasts tag-employment-rights-act topic-employee-wellbeing topic-recruitment\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/unfair-discmissal-changes-making-shorter-probationary-periods-successful\/\" target=\"_self\" >Unfair discmissal changes &#8211; how success profiles can help you make a success of shorter probationary periods<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-19873 resources type-resources status-publish has-post-thumbnail hentry category-podcasts topic-flexible-working\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-tips-to-achieve-best-practice-now\/\" target=\"_self\" >Flexible working \u2013 tips to achieve best practice now<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-18142 resources type-resources status-publish has-post-thumbnail hentry category-podcasts tag-employment-rights-act topic-employee-relations topic-hr-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/trade-union-reforms-reshaping-industrial-relations\/\" target=\"_self\" >The trade union reforms reshaping industrial relations<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-e8ce6b7a wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 id=\"h-you-may-also-be-interested-in\" class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-67e3802f38b8bd959621e5450d674732 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/01092236\/professional-working-on-laptop-with-team-meeting-background.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\">The future of flexible working<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Flexible working has become a critical factor in employee wellbeing, engagement and retention. As workplace expectations evolve and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/right-to-request-flexible-working\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/22133704\/coworkers-walking-up-office-stairs.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Employment law guide<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/right-to-request-flexible-working\/\">Right to request flexible working<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Explains the statutory right to request flexible working, including eligibility, how requests should be made, how employers must &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-tips-to-achieve-best-practice-now\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/20141828\/woman-working-from-home-on-laptop-and-phone.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-tips-to-achieve-best-practice-now\/\">Flexible working \u2013 tips to achieve best practice now<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Gain expert flexible working advice from Charlotte Wiseman, covering workplace culture, policy development, and the future of work.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Listen now to explore the link between success profiles, effective onboarding and helping new hires thrive from their first day at work.<\/p>\n","protected":false},"author":74,"featured_media":16588,"comment_status":"closed","ping_status":"closed","template":"podcast-episode","categories":[19],"tags":[102],"topic":[97,20],"class_list":["post-22533","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","tag-employment-rights-act","topic-employee-wellbeing","topic-recruitment"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Unfair discmissal changes - how success profiles can help you make a success of shorter probationary periods | Brightmine<\/title>\n<meta name=\"description\" content=\"Discover how success profiles can enhance onboarding, initial training and performance during probation in this practical HR podcast episode.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/unfair-discmissal-changes-making-shorter-probationary-periods-successful\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Unfair discmissal changes - how success profiles can help you make a success of shorter probationary periods\" \/>\n<meta property=\"og:description\" content=\"Discover how success profiles can enhance onboarding, initial training and performance during probation in this practical HR podcast episode.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/unfair-discmissal-changes-making-shorter-probationary-periods-successful\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-10-05T12:28:26+00:00\" \/>\n<meta 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