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What a probation period means
A probation period is a defined stretch at the start of a job used to confirm that the new employee can do the role and that the placement works for both sides. During this time, expectations are set, performance is observed and feedback is usually given more frequently.
It is a settling-in period rather than a separate type of employment: the person is still an employee with rights, but some terms — such as how the relationship can end — may differ from those that apply once probation is completed.
Key concepts
- Purpose: assessing suitability, performance and fit early in the role.
- Duration: a defined period agreed in the contract or set by local rules.
- Objectives: clear expectations and goals for the new starter.
- Reviews: structured check-ins to discuss progress and support.
- Extension: in some cases, the period can be extended within limits.
- Outcome: confirmation in the role, an extension or ending the engagement.
- Notice during probation: terms for ending the relationship may differ from later.
The employer perspective
- Set clear objectives and explain how performance will be assessed.
- Provide induction, training and regular feedback during the period.
- Document reviews so decisions are fair and well-supported.
- Follow the contract and applicable law on extending or ending probation.
- Confirm the outcome in writing so the employee knows where they stand.
The employee perspective
- Understand the length of probation and what success looks like.
- Seek feedback early and act on it to show progress.
- Ask about training, support and who to approach with questions.
- Keep a note of achievements and any agreed objectives.
- Check how notice and terms differ during and after probation.
How this varies
Whether probation is allowed, how long it can last, whether it can be extended and what protections apply during it differ between countries and can change over time. Some places cap the length or require specific steps before ending the relationship.
Because these specifics vary and are updated, confirm the current rules with the official labour authority or a qualified adviser in the relevant country before relying on any particular arrangement.
Common misunderstandings
- Assuming employees have no rights during probation.
- Treating probation as an automatic right rather than a defined term.
- Failing to give feedback, then ending the relationship without warning.
- Believing probation can always be extended without limit.
- Overlooking that ending probation may still require a fair process.
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