What is a probationary period?

The main purpose of an employee’s probationary period is to ensure an individual’s capability, reliability and suitability for permanent employment. A probationary period is usually 6 months, but it can be shorter or longer, depending on the role and/or terms of the contract.

If the individual’s performance, attendance and conduct have been satisfactory then the individual should successfully complete their probationary period. As long as the sickness absence record is also satisfactory then the individual should be informed in writing as soon as possible after the end of their probationary period.

If however the individual does not meet the required performance, attendance or conduct standards, an extension to the probationary period may be appropriate.

Extension of Probation

An extension of the probationary period should only be given if there are definitive indications, and not just hope, that the individual will achieve the standard required, given further time to improve. Such an extension (which should be exceptional) would usually be for 3 months.

If there is no hope of the individual’s improvement, the appointment must be terminated at the end of the probationary period. A decision to terminate the appointment can be made at any time during the probationary period, if the individual falls below the required standard and sufficient improvement is not expected. However, correct capability or disciplinary procedures must be followed.