Probation Policy
City of London Corporation is shortening employee probation periods in anticipation of the Employment Rights Act 2025.
The City of London Corporation approved changes to its Probation Policy in September 2026, reducing the standard probation period for new employees from six months to four months. This decision by the Corporate Services Committee also shortened the maximum extension period from three months to four weeks, aligning with practices of other London local authorities.
These revisions are being implemented in preparation for the Employment Rights Act 2025, which is due to come into effect in January 2027. The Act will reduce the qualifying period for protection against unfair dismissal from two years to six months, with the shorter probation periods aiming to reduce the risk of such claims.
Haringey Council's General Purposes Committee was scheduled to consider updates to its Probation Policy in July 2026 as part of broader HR policy reviews. Probation policies outline the terms and duration of initial employment periods for new staff, including review processes and termination procedures.
Key facts
- City of London Corporation approved reducing standard probation from six months to four months in September 2026. Source
- City of London Corporation reduced maximum probation extension from three months to four weeks in September 2026. Source
- The Corporate Services Committee approved City of London Corporation's updated Probation Policy in September 2026. Source
- The Employment Rights Act 2025 is due to be implemented in January 2027. Source
- The Act will reduce the qualifying period for unfair dismissal protection to six months. Source
About this summary
This summary was written automatically from our published stories and the council meeting records they draw on. It describes what councils have discussed and decided; it does not take a view on any decision. Each key fact links to the story it comes from. Updated 19 October 2026. Spotted a mistake? Email community@opencouncil.network.