Contracts, Probation and Notice Periods, Explained Simply
You sign your contract in the first week, skim it for the salary figure, and rarely look at it again until something goes wrong. Three sections are worth actually understanding: what you’ve agreed to, what probation really means, and how much notice either side has to give.
By the First Wage Editorial Team · Published 18 September 2026 · 11 min read
The Short Answer
Your contract is a legally binding agreement covering pay, hours, notice periods and more — you’re entitled to receive the key terms in writing on or before your first day. Probation is a trial period, usually three to six months, during which either side can typically end things faster than normal notice rules allow, though this depends entirely on what your specific contract says. Statutory notice periods (the legal minimum, regardless of your contract) start at one week once you’ve worked a month, rising by one week per full year of service up to a cap of twelve weeks — your contract can offer more than this, but never less.
What Your Contract Actually Has to Include
UK law requires employers to give employees a written statement of the main terms of employment, on or before their first day. This should cover, at minimum: pay and how often you’re paid, hours of work, holiday entitlement, sick pay arrangements, notice periods, and your job title or a brief description of the role. If you’ve never actually read this document properly, it’s worth doing — not because something is likely wrong, but because it’s the reference point for almost every workplace dispute that ever comes up.
What’s usually negotiable before signing: salary (sometimes), start date, and occasionally benefits. What’s rarely negotiable after signing: most other terms, without a fresh agreement from both sides.
How Probation Periods Actually Work
Probation isn’t a separate legal category with its own statutory rules — it’s a contractual arrangement your employer sets up, and the details vary by employer. Typically:
- Length is commonly three to six months, though it can be shorter or longer depending on the role and employer.
- Notice during probation is often shorter than the notice that applies after you’ve passed it — some contracts specify one week’s notice during probation regardless of how long you’ve been there, though this must still meet the statutory minimum once you’ve worked a full month.
- You can usually be let go more easily during probation, without the more involved processes some employers use for permanent staff, though basic legal protections (like being paid correctly and not being discriminated against) still apply throughout.
- Passing probation is sometimes silent. Not every employer sends a formal confirmation — if your contract says probation is three months and month four arrives with no conversation, you’ve generally passed by default, though it’s reasonable to ask directly if you want confirmation.
If you’re unsure what your specific probation terms are, the answer is in your contract, not general assumption — terms vary meaningfully between employers.
Statutory Notice Periods: The Legal Minimum
This is one of the few areas where the law sets a hard floor, regardless of what your contract says. Under UK employment law, once you’ve worked continuously for one month, your employer must give you at least one week’s notice, and this rises by one week for every complete year of service, up to a maximum of twelve weeks once you’ve been there twelve years or more.
From your side, once you’ve worked at least one month, you generally owe your employer at least one week’s notice to resign, regardless of how long you’ve been there — unless your contract specifies something longer, in which case the contract terms usually apply as long as they meet or exceed the statutory minimum.
Your contract can specify a longer notice period than the statutory minimum (many professional roles specify one month, or longer for senior positions), but it legally cannot specify less than the statutory floor — if it tries to, the statutory minimum overrides it.
A rough guide to statutory minimums by length of service:
- Under 1 month: no statutory notice entitlement.
- 1 month to 2 years: 1 week.
- 2 to 12 years: 1 week per complete year of service.
- 12+ years: capped at 12 weeks.
What Happens If You Resign or Are Let Go
If you resign, you’re expected to work (or be paid in lieu of) your notice period, whichever your contract specifies. Some employers will offer “garden leave” — where you’re paid but not required to actually attend work during notice — though this isn’t automatic and depends on your contract or a specific agreement.
If you’re dismissed, you’re generally still entitled to your notice period (or pay in lieu of it) unless the dismissal is for gross misconduct, which is a specific, serious legal category — not simply underperformance or a personality clash.
If you’re made redundant, notice entitlements generally still apply, and there may be additional statutory redundancy pay if you’ve worked for the employer for two years or more, calculated separately from notice pay.
Common Misunderstandings
“I’m on probation, so they can fire me with no notice at all.” Not quite — even during probation, some minimum notice generally applies once you’ve worked at least a month, though it’s often shorter than the notice that applies after probation. The exact terms depend on your contract.
“My contract says one week’s notice, so that’s all I owe no matter how long I’ve worked there.” If your length of service means the statutory minimum would be longer than what your contract states, the statutory minimum applies — your contract can’t undercut the legal floor.
“I don’t need to actually read my contract since it’s standard.” Contracts vary meaningfully between employers, especially around notice periods, probation length, and specific benefits. The “standard” contract you’re imagining might not match what you actually signed.
“Verbal promises count the same as what’s in the contract.” They generally don’t carry the same weight. If something important was promised verbally during your interview or offer stage and isn’t reflected in your written contract, it’s worth getting it confirmed in writing.
First Wage Takeaway
Read your contract once, properly, in your first week — not to become a legal expert, but so you know your actual notice period, probation length, and pay terms before you ever need that information under pressure. The statutory minimums are a safety net, not a substitute for knowing what you specifically agreed to.
Frequently Asked Questions
Do I get a copy of my contract, or does my employer just keep it?
You’re entitled to a copy of the written statement of your main employment terms — if you haven’t been given one, you can and should ask for it.
Can my employer change my contract without asking me?
Generally no, not unilaterally for significant terms like pay or hours — most changes require your agreement, though minor administrative updates may not need formal consent depending on what the contract allows.
What’s the difference between being dismissed and being made redundant?
Dismissal usually relates to your conduct or performance; redundancy means your specific role is no longer needed, for business reasons unrelated to your individual performance. They have different legal processes and different pay implications.
Is it bad to negotiate my notice period before signing?
Not inherently, though it’s less commonly negotiated than salary. If you have a specific reason (an existing notice obligation elsewhere, for example), raising it before signing is reasonable.