A probationary period is period of time at the start of a permanent full-time or part-time employment relationship that gives the employer the opportunity to assess whether their new employee is capable, reliable and suitable for the job.

What is a normal probation period?

LENGTH OF PROBATIONARY PERIOD There is no law determining the length of a probationary period. However, there is an expectation that the employer will be reasonable. It is typical for a probationary period to last no longer than six months, and three months where an employee is moving to a new post internally.

Is it legal to extend probation period?

Legally, there’s no such thing as a probationary period. Your employer can extend your probationary period, as long as your contract says they can do this. For example, your employer may want to extend your probationary period in order to have more time to assess your performance.

What is the probation period for an employee?

Probation is a set period where both an employer and an employee can terminate the employment relationship with less notice than usually required, typically spanning three to six months. It must be established under your employment contract and can only be extended by the written consent of both parties.

What to do during 90 day probation period?

If a company has no reason or program for a probationary period, a good option is to consider implementing an initial review period where the supervisor or manager can offer standard, planned, productive feedback to the new employee. A number of companies pay new hires less during the 90-day probationary period.

Do you need a contract for a probation period?

As there are no legal requirements around probation periods, if you wish to use one, you will need to write a clause into your employment contracts defining your terms around probation periods, so that they become contractually binding. This clause should state:

What happens if there is no probationary period?

In the absence of a probationary period clause in the employment contract, the employer will have to rely on the usual notice provisions to terminate the employment contract.