If the final decision is termination the likelihood is the contract will provide for only 1 week’s notice from the employer during the probation period. There are plenty more reasons employee probation is important, too. Not only have you got a load of new tasks to learn, you've also got a whole new team to impress. If you want guidance for how to approach successful and unsuccessful probationary periods, the Fair Work Ombudsman’s website has template letters that you can use. Being on probation can be one of the most stressful parts of a job. Probation Period End Results Before the end of the probationary period, you must make a decision as to whether you want to keep the employee or terminate their employment.
An employee probationary period occurs immediately after being hired, and it is when the employee is monitored to ensure his performance meets the standards established by the company.

I am not saying that you can’t dismiss an employee during a probation period ‘without’ any process, of course you can.

Probation periods may be given to new employees, current employees who are promoted to a new position and current employees who have performance problems and require a review of their work. Probation periods of 3 or 6 months are relatively common. Yes, either employer or employee can terminate the employment at the end of the probation period.This can be done by: Serving the required notice period stated in contract or mutual agreement with the company.

For example, if a role includes some duties and tasks that are done on an infrequent basis it will be desirable to ensure that the original probation period allows for all aspects of the role to have been performed before the probation periods comes to an end. At the end of the probation period, your employer: won’t dismiss you; your probation period ends; your employment continues automatically on your existing terms and conditions of employment but with no probation period. So without a probationary period, almost a fifth of your workforce could be duds!

Probation periods are not a separate period of employment. An employer can’t just tell an employee to leave their job at the end of the probation period.


At the end of the probationary period the employee should be told whether they have passed, failed, or the period is to be extended. If you have any doubts about the necessity of using probation periods for new employees, consider this recent research finding: 18% of new recruits fail probation (Opinion Matters survey, 2014)..

If the work hasn’t gone well. However, an employer needs to be mindful of the risks associated with terminating without any warning or discussion. So it's essential that you take care of yourself, because when you let stress overwhelm you it can significantly affect your performance. The employee has rights while on probation and may be entitled to access their paid leave.

The duration of a probationary period varies from business-to-business; however, if the performance of a new hire does not match the standards established by the company, the employee might need to be terminated.