Usually yes, as long as the contract allows it and you extend before the original period runs out, not after. An extension makes sense when someone's close but not quite there, or when sickness or a quiet spell meant they never had a fair crack at the role. Put the reasons, the new end date and what needs to change in writing.
Just don't treat probation as a shield that removes all risk. Day-one rights like discrimination still apply the whole way through, and rolling extension after extension with no honest feedback helps nobody. If it isn't working, say so and act. If they're nearly there, a short, specific extension with real support is fair, and often turns it around.
One thing to know before January. From 1 January 2027 the unfair dismissal qualifying period drops from two years to six months, and the cap on compensation is scrapped at the same time. Extending a probation past six months no longer buys you the safety it used to, because by then they already have the right to claim. Make the call earlier, and write down why.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
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General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.
