Probation period

What it is

A probation period is a trial period at the start of a new job. During this time, the employer checks whether the new hire is a good fit for the role, and the new hire decides whether the job is right for them. It is also called a probationary period or trial period.

The length and terms are usually set in the employment contract. Common lengths are three to six months, but this varies a lot. In many countries the law sets a maximum length and may allow a shorter notice period during probation. Rules differ by country, state and sometimes by industry or collective agreement.

Why it matters

A probation period gives both sides a clear moment to review the hire before it becomes fully settled. It also pushes managers to give feedback early instead of waiting for the first annual review.

Handled well, it is a support tool, not a threat. Regular check-ins during probation help catch problems early, which can reduce early turnover and make sure decisions are fair and well documented. For the new hire, it gives a fair chance to show what they can do with clear goals and support.

How it works

A typical probation process looks like this:

• The contract states the length of probation and any special terms.
• On day one, the manager explains what success looks like, often using a 30-60-90 day plan.
• The manager holds regular check-ins and writes short notes after each one.
• Near the end, there is a formal review meeting.
• The outcome is confirmed in writing: pass, extend (if the contract and local law allow it), or end the employment.

Example: a new account manager has a four-month probation period in her contract. Her manager meets her at the end of months one, two and three to review goals and give feedback. In month four, they hold a final review, and HR sends a letter confirming she has passed probation. She also gets a chance to share her own feedback on the role and her onboarding.

Best practices

• Set clear, written goals at the start so expectations are fair.
• Book review dates in advance and do not skip them.
• Keep simple notes of the feedback and support given.
• Ask the new hire how things are going too, for example with a short onboarding survey.
• Check local employment rules before extending or ending a probation period.

Common mistakes

• Forgetting when probation ends, so it passes without a review.
• Giving no feedback until the final meeting.
• Assuming probation removes all legal protections for the employee.
• Using the same length for every role without checking what local law allows.

FAQ

How long is a probation period?

Often three to six months, but it depends on the contract and on local law. Some countries set a legal maximum, and some employers do not use formal probation at all.

Can a probation period be extended?

Sometimes. It depends on the contract, any collective agreement and local law. If an extension is allowed, agree on it and confirm it in writing before the original period ends.

What happens at the end of a probation period?

The manager holds a review, and the employee either passes, has probation extended where allowed, or the employment ends. This is general information, not legal advice. Check the rules that apply in your country or speak to an employment lawyer.