Extending probation period letter

What is a probation extension letter? Can I extend my probation? How long does probationary period take?

Further to your letter of your appointment dated th January this is to inform you that your probation period has been extended by (One) month due to unsatisfactory performance. You are advised to show significant improvement in your performance during this extended period , failing which your employment is liable to be terminate which may please be noted. Use a probation period extension letter to tell an employee how long.

The length is often one month, but you can extend month-by-month if you think the employee still needs more time. As you are aware, during the co. Whatever the outcome, a letter should be sent to the employee confirming the result of their probation.

This letter can be used when looking to extend a probationary period due to circumstances arising from coronavirus e. If there is no contractual right to extend the probationary period , it is advisable to obtain the employee’s agreement to the extension, and the letter includes an option for this. Letter extending a probationary period. Tired of tracking probation the old-fashioned way?

Staff Squared records staff probation and lets you know when you need to make a decision about wh.

The same has been conveyed to you at the time of your review. We therefore regret to inform you that your probation has been extended for a further period of months i. You will next be reviewed on 23. A set of activities mutually agreed upon will be listed and handed over to you from my office in due. In addition, before extending probation , check the employee’s offer letter or contract of employment to ensure it contains a right for you to extend it. This is particularly important if the employee does not have the benefit of certain contractual provisions during probation.

It is used when the employee’s performance has not met expectations, but there is reason. Decide on appropriate action. Before terminating the contract of employment, consider extending the probation period. Communicate the outcome to the staff member in writing. To handle probationary reviews consistently, consider investing in training for managers on how to manage probation for employees.

A probationary period can help both the new employee and the employer to focus on what needs to be done to ensure that the employee performs well in the role. Before writing the probation termination letter , the employer or human resource person should review the employee’s evaluation report. This will give details and facts about the employee’s performance during the probation period. It should give an accurate account of the employee’s strengths and weaknesses in the job.

This letter act as a second chance for the employees to prove their worth or even surpass the expectations of the management. Some, but in our experience not all, contracts deal with extending the probationary period.

Some contracts will also state that the probationary period should be treated as continuing, until such time as the employer notifies the employee that it has been successfully. Employers can put their employees on a probation period (also known as a probationary period ) to assess if employees are suitable for the role and business. The employer decides on the length of the probation period. It can range from a few weeks to a few months at the start of employment. Extending probation.

If you feel that the employee’s performance remains unsatisfactory, but could reach a satisfactory standard given a little more time, you could extend the probationary period , say by a further three months. You should make it clear to the employee that if improvement does not occur during the period of extension. This is a very common question employers ask themselves after having employed a new staff member who may not be suitable for the business. Before we answer this question, it is best that we explain the purpose of a probationary period. The letter also states that employment may be terminated if the employee fails to reach the employer’s required standards.

In deciding for how long the probationary period should be extende the employer should be aware that unfair dismissal rights apply after two year’s service.