Probation Review Questions: for Site and Shift Workers
Most probation templates assume a desk job. This one is built for site operatives, trades, technicians and apprentices, where people are as likely to have an accident in their first six months as in the rest of their working life.
- 44 probation review questions for site and shift workers, with what to listen for
- A one-meeting review form with ratings for safety, competence and reliability
- A supervisor feedback card and a 5-minute site check-in
- A set-up checklist and review timeline that fit shift patterns
- What the 2027 unfair dismissal change means for probation
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The first six months carry the risk
Six sections, ready to print or edit
Why probation looks different on site
The 2027 change, what UK law says, and the CDM and training duties an office template ignores.
Plan the probation
A review rhythm that works around shifts, a set-up checklist, and where the evidence comes from.
The question bank
44 questions across safety, competence, reliability, teamwork, learning and wellbeing.
The review form
Ratings against agreed standards, evidence, support, actions, outcome and sign-off.
Supervisor card and check-in
Capture what the ganger or foreman knows without taking anyone off the tools.
Extend or end fairly
Raising problems early, extensions in writing, and doing it properly if it doesn’t work out.
Probation reviews for people who don’t sit at a desk
A probation review for a site operative has two jobs: deciding whether they are right for the role, and making sure they get through their first months without getting hurt.
Search for probation review questions and you will find the same list everywhere: how have you found your projects, how well have you settled into the culture, what training would you like. They are fine for an office. They miss most of what matters for a groundworker, a maintenance fitter, a scaffolder or an apprentice electrician.
HSE says workers are as likely to have an accident in their first six months at work as during the whole of the rest of their working life (HSE). On construction sites, the CDM Regulations 2015 say a contractor must not employ anyone on site unless they have, or are in the process of obtaining, the necessary skills, knowledge, training and experience, and must give them appropriate supervision (CDM 2015, regulation 15). A probation review is the natural place to check that is really happening.
Why the stakes rise in 2027
From 1 January 2027, protection from unfair dismissal becomes a right after six months in a job, instead of two years (Acas). The Department for Business and Trade says around 40% of businesses operate discretionary probation periods and the vast majority are six months or less (DBT factsheet). From 2027, the probation period becomes the main window in which to decide, on evidence, whether someone is right for the role. Reviews that are regular, specific and written down protect both sides.
What to cover in a site worker’s probation review
- Safe behaviour. Pre-start checks, following method statements, PPE, and whether they speak up and report near misses.
- Competence evidence. Which tasks they can do unsupervised, which tools they are signed off on, and whether their work passes inspection.
- Reliability. Start times, travel between sites, shift patterns and fatigue, and whether they report absence properly.
- Cards and qualifications. What your sites require, what is outstanding and the dates. A CSCS card isn’t a legal requirement, but principal contractors and clients can require one.
- The supervisor’s view. The ganger, foreman or mentor sees the work every day. Gather it before the meeting, in writing.
Five steps to a fair probation
- Put the probation length and conditions in the written statement on day one
- Agree three to five standards and share them in week one
- Review at weeks 1, 4 and 12, and hold the final review with time to spare
- Raise problems early, with evidence and a support plan
- Confirm any extension in writing before the original period ends
The template includes all of this: the question bank, a review form, a supervisor card and a five-minute check-in you can run at the start of a shift. It comes as a printable PDF and an editable Word file. If you manage competence across sites, see how StaffCircle handles competence management for construction, or read our guide to asking the right check-in questions.
Probation reviews for site and shift workers: common questions
What questions should you ask in a probation review for a construction worker?
Cover safe behaviour (checks, PPE, reporting near misses), competence (what they can do unsupervised, which tools they are signed off on), reliability (start times, travel, shifts), cards and qualifications, teamwork and wellbeing. This template has 44 questions across those areas, each with what to listen for.
How long should a probation period be for site workers?
There is no legal requirement to have a probation period and it can be any length. Acas notes that 6 months or less might not be appropriate for all roles. Set the length in the written statement and make sure it gives you time to review properly and, if needed, extend.
Does the Employment Rights Act 2025 change probation periods?
Not directly. Acas says the Act does not affect probation periods: there is still no legal requirement to have one. But from 1 January 2027, protection from unfair dismissal becomes a right after 6 months of employment instead of two years, which makes well-recorded probation reviews more important. Check acas.org.uk for the latest guidance.
Can you extend a probation period?
Yes, if your policy allows it. Acas says you must tell the employee in writing and confirm the extension before the original probation period ends; failing to do this could be a breach of contract. Acas also says to update the employee’s written statement within one month.
What happens if someone fails their probation?
Acas says dismissal should be a last resort, and that employers should first take steps such as performance management or extending the probation. If you decide not to confirm someone, follow your policy and give the reasons in writing. The outcome should not come as a surprise if reviews have been honest.
Can an employee bring someone to a probation review?
Acas says employees have a right to request to be accompanied to meetings that could result in dismissal. The right may not apply to routine reviews, but you can offer it, and you may need to as a reasonable adjustment for a disabled employee.
Is a CSCS card a legal requirement?
No. CSCS says holding a card is not a legislative requirement; it is up to the principal contractor or client whether workers must hold one. Record what your sites require and track it in probation.
Who should give evidence in a site worker’s probation review?
The person’s supervisor, ganger, foreman or mentor, because they see the work every day. Use the supervisor feedback card in the template to capture their view before the meeting.
Can I edit the template?
Yes. The download includes a printable PDF and an editable Word version, so you can add your own standards, questions and company logo.
Run fair, safe probation reviews on every site
44 questions, a review form, a supervisor card and a 5-minute check-in, as PDF and Word.