A probation period is a predetermined timeframe that starts on the employees date of hire and concludes at the end of the period. It is a set amount of time allocated to training and assimilating a new hire. The primary purpose of a probationary period is to test out whether new employees are a good fit for the business. During this period, the employer can assess the new hire and determine whether or not they’re a good fit for the work and the organization. The length of the probationary period varies depending on the complexity of the job. Some companies have probationary periods as short as 30 days, while others have them as long as six months or beyond. Probationary periods are typically included as a clause in the main employment contract, which should clearly set out the terms of the probation period, including how long it lasts, the notice period that will apply for the duration of the probation period, and the method of assessing whether a new employee has passed or failed their probation period.

Probationary periods are important for both the employer and the employee. They provide a useful framework for both parties to decide on a longer-term commitment. For the employer, probationary periods give them the opportunity to assess new recruits on the job, for three months or more. It’s common for employers to discover, a few weeks into the employment relationship, that new hires don’t deliver the skills or performance they promised at the interview, have poor timekeeping or attendance, or are a bad fit in terms of personality or organizational culture. For the employee, probationary periods give them a grace period to assess whether or not they’re a good fit for the organization.

Probationary periods are typically considered an exception to any at-will agreement, either legal or implied. If the employment contract allows for it, probation periods can be extended upon review of the employees performance and suitability. The most practical application of a probationary period is to reduce the standard notice period to the statutory minimum. Employees on probation can be let go without the standard notice period, which is usually one month. Probationary periods usually end with a review meeting between the employee and their manager, where the employer can assess how well the new employee is performing, what their training needs are, and whether they’re a good fit for the company[[5]](https://www.br...