HR Glossary  >   Probationary Period

Probationary Period

What is the Probationary Period?

A probationary period is a defined trial or experimental period to identify if the new employee is a “good fit” for the company. Since it is experimental on the new candidate, it is also known as the trial period. The employees undergoing probation period are exempted from certain contractual items, especially the notice period required for termination. For example,

  • ABC company hired a graphic designer.
  • The designer will be provided with training for 3 months.
  • After successfully completing the training, the employee will receive a confirmation letter.
  • The duration of 3 months is the probation period here.

Below mentioned are the points to be considered for the probationary period;

  • Assess the cultural alignments of employees
  • Regularize the meetings with the new employees
  • Create a record for the employees on probation
  • Take data-driven decision to conclude the time period of training
  • Reconsider existing employees for the probationary period based on their performance


Role of Human Resources During the probationary period

The human resources decide the length of the probation period in coordination with the head of various departments of the organization. They also ensure various factors like the time period of the probation, creating an annual probationary analysis, performing annual performance reviews, and maintaining all the records regarding the various extensions and the termination of the employees' trial period.

Rules of Probationary Period

The rules for the trial period may vary from one company to another. Below mentioned are some of the most commonly practiced rules of the probation policy in India;

  • It is mandatory to serve a notice period if the employee wants to leave the organization during probation.
  • The employee hired on probationary period is not a permanently hired employee until the trial period is over.
  • Since the employee is not permanent, the employee's termination depends on the employee's performance and the employer.
  • Employers can reduce or extend the probation period.
  • If the probation period is not specified, it completely depends on the employee.


Frequently Asked Questions

What does probationary period mean?

A probationary period is a period in which the employee is tested on the basis of their understanding skills and get familiar with the employees behavior. It can also be known as the trial period.

What is the need of the probationary period?

The trial period gives employees the time to understand their work basics and adjust to the work environment. The employer can also get an understanding and idea about the work process and whether the employee is the right fit for the job or not.

Can an employee under a trial period get terminated?

If the employee is not the right fit for the job, the employee can be terminated. It also depends on various factors, including the employee's punctuality, the work process of the employee, behavior, and the requirement of the skills.

What are the circumstances applied to an employee under the trial period?

The employee under the trial period is generally under the training phase. The employees are paid during the trial period, and it generally lasts between 3 months to one year. The employers can decide on how long the trial period should last for an employee. They can reduce or extend the trial period depending on the employee's skills and workflow.

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