Probation period guide
The probation period is implemented at the beginning of the employment relationship. The probation period gives the Employer an opportunity to ensure that the employee is suitable for the role that they have been employed to complete. It also provides the employee with an opportunity to ensure they receive adequate training and support as they learn their new role with the organisation. The Employer decides on the length of the probation period and should include this in the employment contract. The probation period varies between industries and often ranges from three to six months.
What happens during probation?
While on probation, the employee continues to receive the same entitlements as someone who has already passed their probation period. If employed as a permanent employee, the employee on probation is entitled to accrue and access their standard paid leave entitlements, such as annual leave and sick leave. The organisation might have internal rules of things that are not allowed during probation, such as issuing company credit cards or approving purchase orders.
What happens if an employee does not pass their probation?
If the Employee does not pass the probation, they are still entitled to receive notice when their employment ends and have their unused accumulated annual leave hours paid out at the end of their employment.
What happens if an employee passes their probation?
The Employer should issue the Employee with a letter confirming their successful probation. The letter should include the following information:
The end date of the probation period
That the probation ended successfully
The start date of the Employee's ongoing employment with the organisation.
Before drafting the letter, you should check if your relevant industrial instrument contains any compulsory rules about probation. You also must keep a copy of the letter that you give to the Employee and document that you have met with the Employee.
