Probation extended after disclosing? Put 4 things in writing

From 1 January 2027, unfair dismissal protection in Great Britain starts at 6 months in a job (Acas, October 2026). Until then, your probation review is the meeting where your employer has the most room to move. You told them you are dyslexic, and now the review invite has become an extension letter.

This article covers Great Britain, with a short US section near the end. The two legal systems differ, so each part is labeled.

What the law protects from your first day

Acas says "day one" rights apply during probation. Its list includes protection against discrimination (Acas, October 2026). Probation does not pause the rules.

The duty to make reasonable adjustments sits inside that protection. Acas says employers must make adjustments when a disabled person struggles with any part of their job. The duty applies when the employer knows the person is disabled. It also applies when they could reasonably be expected to know (Acas, January 2025).

Acas also says the employer pays for reasonable adjustments. Access to Work may give grants, but it is not a substitute for the employer's legal duty (Acas, January 2025). The Acas page sets no diagnosis requirement.

So what for you: tell your employer in week 3 and the duty can start in week 3. There is no reason to wait for month 7.

What an extension is allowed to be

Acas says an employer might extend probation when performance is not yet good enough. The employee should be likely to improve with more support or training. The employer decides how long it lasts (Acas, October 2026).

There are procedure rules as well. The employer should confirm the extension before the original probation period ends. Acas says failing to do this could be a breach of contract.

The employer should also update your written statement of employment particulars within one month. That gives you a document to hold. If the terms of probation are part of your contract, they must tell you in writing.

A fair extension usually has three parts: a reason, an end date, and some support. Look for all three in your letter. If a part is missing, ask about it.

On absence, Acas says employers must not discriminate when they handle extensions. It adds that if an employee is disabled, employers must make reasonable adjustments (Acas, October 2026). So an extension is legal in principle. An extension still has to follow the discrimination rules.

So what for you: an extension with named support is a second chance. An extension with no support is a warning to act on.

Four things to ask for in writing

Reply to the extension in writing within a few days. Keep the tone calm and the requests short. Write it once, listen to it with text-to-speech, then send it.

• The reason and the end date. Ask which targets were missed and when the new probation period finishes.
• The tasks being judged. Ask for the two or three tasks, and the standard for each one.
• One change per task. Examples are written notes after meetings, or extra time on first drafts of long reports.
• Review dates. Ask for a check-in every two weeks, so a problem is raised while you can still fix it.

Describe the effect in plain words. Name the task, say what slows you down, and say what change would help. For example: "Writing the weekly client report takes me twice as long as the rest of the team. Could I get the template a day early and 30 extra minutes to proofread?"

Many dyslexic employees never ask for adjustments. They do not know how to start the conversation. The reasonable adjustments builder turns your challenges into a conversation plan and a draft email, in about two minutes.

Keep a copy of everything you send. Print or save any reply. If a promise is made in a meeting, send a short email afterwards that says what was agreed.

So what for you: send all four requests in one email, so the reply gives you one dated record.

The six-month clock for a tribunal claim

Acas says the law on tribunal time limits changed on 1 October 2026. For most claims you now have 6 months minus 1 day to bring a claim (Acas, October 2026).

For discrimination, the clock runs from the most recent date of discrimination in your claim. Acas says early conciliation does not change the time limits. Conciliation is voluntary, so you and your employer choose whether to take part.

Here is the arithmetic, using a made-up date. Say the extension letter is dated 12 November 2026. Six months from then is 12 May 2027, so the last day to bring a claim is 11 May 2027.

Most people never need a tribunal. The date is still worth knowing on the day the letter arrives. A missed deadline cannot be repaired.

So what for you: diary the date of the extension letter today. Then add the deadline to your calendar.

If you work in the US

This section covers US federal law only. The EEOC's reasonable accommodation guidance (October 2002) says you may ask at any time. That covers the application process and your whole period of employment. The request does not need to be in writing. You can use plain English and skip any mention of the ADA.

The same guidance says it may help to ask before performance suffers or conduct problems occur. It also says an employer need not excuse past misconduct, even when a disability caused it. Accommodation always looks forward.

So what for you: in the US, ask for the change before the rating is written, not after.

What this means for you

The short answer: put it in writing. Discrimination law applies from day one, whatever your probation letter says.

Already holding an extension letter in Great Britain? Answer it in writing this week. Send the four requests and name the tasks where dyslexia slows you down. Ask what support comes with the extra time.

Not extended, and doing fine? Tell your manager and HR once a task starts to cost you extra hours. The adjustments duty depends on what your employer knows, so silence means no duty to act. The disclosure decision guide covers who to tell and how.

Extension arrived straight after you disclosed, with no reason given? Ask for the reason in writing and keep dated notes of every conversation. Then contact Acas. Do not wait for the next review to find out what happened.

Money matters too. About 60,000 people were waiting for an Access to Work decision in May 2026 (GOV.UK, May 2026). Start early with the Access to Work guide, and remember your employer still pays for adjustments in the meantime.

So what for you: this week, send one written reply, diary one date, and ask one named person for one specific change.