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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
An initial period during which suitability is assessed, ending in confirmation, extension or separation. The failure mode is not a harsh decision but no decision, the period lapses, nothing is recorded, and the ambiguity shows up at an increment or an exit.
HR tracks probation end dates every month, sending each reporting manager a review form two or three weeks before the end. The manager either confirms the employee, extends the probation with stated reasons, or recommends separation.
Confirmation often triggers changes: the notice period becomes longer, certain benefits begin and leave accrual may change. The confirmation date needs to be entered in the HR record so these apply from the right month and the confirmation letter goes out on time.
The common mistake is letting probation lapse with no decision. Depending on the contract wording and any applicable standing orders, silence can amount to deemed confirmation. Set reminders, and record every extension in writing with the employee's acknowledgement.
An initial period during which suitability is assessed.
In confirmation, extension or separation.
Yes, extension is one of the outcomes.
No decision: the period lapses and nothing is recorded.
At an increment or an exit, when the ambiguity shows up.
Yes. Recording confirmation, extension or separation avoids later ambiguity.
No. A PIP is a structured improvement plan; probation is an initial suitability period.
The glossary notes the failure mode is not a harsh decision but no decision.
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