Probation periods are often used by companies to assess a new employee’s suitability for the new role.  Probation periods vary depending on the company and the type of role that is being filled, it is normal to have a 3 or 6 month probation period.

During the probation period the work performance and output will be assessed by the line manager at the end of which a decision is made.  At the end of a probation period the employment can be extended – outlining the areas of performance that need to be improved, the probation period can be successfully concluded and the employee is confirmed in the role or the probation period is failed and employment contract is terminated.

If it is likely that a probation period is to be extended or unsuccessful you would expect the manager to have held a number of meetings with the employee to highlight the areas of concern, support their performance and allow them to make the improvements that are required.

Whatever the outcome of the probation period, the employee should have the decision confirmed in writing to them.