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Template · Staff
Probation Review Letter Template (UK, Free Download)
Give structured feedback on probation performance.
Built by a practising Chartered Accountant · Unlimited users · 60-day free trial · Last updated 23 September 2026
Quick answer
A probation review letter provides a formal record of your discussion regarding a new employee's progress during their probation period.
Who is this sent to, and when?
- Sent to
- Staff
- When to send it
- At the end of the probation period
How to conduct a probation review?
Prepare by reviewing performance data and setting clear goals for the next stage.
- Review performance against goals
- Discuss training needs
- Provide constructive feedback
- Confirm completion or extend
Preview the template
Template only. Review with a solicitor or your professional body before use.
Probation Review Letter Template
Probation Review
Dear [Employee Name],
Following our meeting on [Date], this letter confirms your probation review.
Performance Summary
We are pleased with your progress in [Areas]. We have identified areas for development in [Areas].
Outcome
Your probation is [Confirmed / Extended to Date].
We look forward to your continued contribution.
Yours sincerely,
[Your
Preview shows the opening and key sections. The full editable file is free to download below.
See it working with your own clients
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Send this from Remindoo
Save it once in Remindoo and send it from there. Store the wording as an email template, then use tokens so client names, company numbers and dates fill in automatically. Send it to one client or to a filtered group with bulk client emails. For requests that repeat, pair it with automated reminders and a recurring task so it goes out every period without anyone remembering.
What are the common mistakes?
- Not giving feedback in writing
- Extending probation without clear reasons
- Not being constructive
- Failing to hold the meeting
“Automated reminders and task templates save countless hours each week.”
Frequently asked questions
How often should I review?
Typically at 1, 3, and 6 months.
Can I extend probation?
Yes, if the contract allows.
What if performance is poor?
Document everything and set clear improvement goals.
Should I invite the employee to bring a companion?
Usually not required for standard reviews, but good practice if disciplinary action is possible.
What if they disagree?
Document their comments in the review form.
How long should probation be?
3 to 6 months is standard.
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Sources
Last updated 23 September 2026. General guidance, not regulatory advice.
Why recording every task matters in an accountancy practice
Accounting firms run on deadlines: VAT returns, payroll, confirmation statements, accounts and Self Assessment. Recording every job as a task, with an owner and a date, is the simplest way to make sure nothing is missed.
Avoid penalties
HMRC and Companies House charge penalties for late filing. A task for every deadline, with an internal date before it, gives the team a buffer.
Nothing depends on memory
Recorded tasks mean work continues when someone is off sick, on leave or has left the firm.
Consistent quality
Subtask checklists make every job follow the same steps and reviews, whoever does the work.
Visibility for managers
Filters by owner, status and deadline show at a glance what is late, what is due and who needs help.
Practical tips from UK practice
- Set an internal deadline two to four weeks before every statutory deadline.
- Use recurring tasks for repeat work such as VAT, payroll and bookkeeping.
- Break larger jobs into subtasks, including a review step.
- Comment on the task instead of by email, so the history stays with the work.
Related Remindoo features
Written and reviewed by Waqas Sagar ACA FCCA FMAAT, Chartered Accountant with 18+ years in practice. Founder and MD of Accotax, an ICAEW, ACCA and AAT regulated London practice that has served over 5,000 clients, and founder of Remindoo. Guidance is general; check current GOV.UK and professional body guidance for your firm.
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