All You Need to Know About Probation Period

Even for the most skilled professionals, joining a new company can be nerve-wracking. Most new hires may also have to go from a probation period when they start a new job. Employers use probation periods to teach and evaluate new hires. The trial period can be a way to find how good an employee is at their job.

It’s a way to find if someone will be a good fit for a job and for an employer to decide if an employee is for the job. When an employee is on probation, they should know about their rights and responsibilities, which will help them finish their probation successfully and move on to regular jobs.

What is a probation period?

A probation period is when an employer gives a new worker to see how well they do in the job. If an employee’s work isn’t good enough, the employer can eliminate them, which isn’t illegal.

The probation period is the “trial period” served by the new worker in a company. It gives the employee and the employer a chance to learn more about each other before the organisation can offer the employee a regular or permanent job.

Probation is a trial period to find if an employee is good for the job on a full-time or permanent basis.

When can an employee is put on probation:

• When someone becomes a new worker,
• When someone gets a new job or gets promoted
• When someone has a big problem with performance

What are the advantages of a probation period for a company?

When the trial period is over, the company looks at how well the employee met the standards and levels. If the employee “passes” their trial period and keeps their job. Employees can also quit if they don’t like the job or the company.

A trial period lets an employer see if an employee is a good fit for the business. Both employer-employees can take the time to see if the new employee is living up to the promise made when they applied and were employed and interviewed. If the person hired doesn’t live up to expectations and the employer decides they are not suitable for the job, the trial period gives an employee a safety net and lets an employer terminate the employee.

The probationary term guards against the firm being left with a problematic worker if a new employee lies about their credentials or duties and the company discover that the individual is unqualified for the position.

What are the real benefits for the employee?

In the way the company tests the employee, the employee can use this time to determine if the company is suitable for them. They can see if the job is the same as told in the job description and the interview, and they can also see if they fit in with the culture. They can also get an idea of the amount of work and responsibilities and how well they will get along with their co-workers and line manager.

Employees still in their probationary period won’t have worked long enough to qualify for unfair dismissal protection. However, it still guards them against being fired for “protected reasons” like age, race, disability, religion, gender, etc. They would also get protection against being fired unfairly if the employer didn’t follow the steps in the contract for firing someone.

What is the length of a probation period?

In India, the probation period can be anywhere from one month to one year, depending on the industry, company, and position. During this time, the company gives employees more supervision and training so an employee can learn a new job or get better at the one employee already has.

In some cases, probation is for a set amount of time, like six months or a year. In other cases, probation is said to be “on probation” without mentioning a time frame.

Extension of probation period

In the absence of rules, if the employee’s employment contract specifies a certain amount of time for probation and the employee still works for the company after the probation period is over, it means that the employee is still on probation.

If a probationer keeps working after the probation period ends, they won’t automatically make them a permanent employee. The employer has the right to extend the probation period until they are sure the probationer is ready to be confirmed. So, a probationer will be on probation until the employer says they can keep the job.

A probationary period will last longer than it was supposed to. For reasons such as,

• The trial term for the employee is insufficient to evaluate how successfully they do their job.
• Before a permanent job, employees should complete some projects.
• The employer may need additional time to examine changes or discrepancies in the worker’s job to make a more informed decision.

In an ideal situation, an employer should extend an employee’s probationary period either in the first contract they sign or later with the employee’s permission.

How can an employee succeed during the probation period?

Positivity:

The company may watch every action throughout probation, which may be unpleasant. But don’t be dissatisfied; remember why passing probation is vital.

Try hard:

Only by proving professionalism throughout probation can employees generate a positive impression. Employees need to be enthusiastic, take the initiative in tiny tasks, be professional, and be punctual. The need to complete work on time, be organised, and be pleasant might impress management.

Progress:

It will help the employees keep track of their efforts and concentrate on the goals they must fulfil to pass their trial term. Employees must maintain a chart sheet journal with all their short and long-term objectives for the trial.

Keep co-workers happy:

Having solid relationships with co-workers and elders might help employees communicate well. It may help the employee achieve professional objectives and earn favourable reviews. Avoid casual chatter that might harm your reputation.

Accept criticism:

Feedback enables the boss to tell an employee what he thinks and what the firm expects from the employee. Politely accepting criticism and positive feedback motivates employees to keep working hard, while negative criticism might help an employee develop.

Keep score:

Employees should be proactive in keeping their learning curve high. During probation, employees should have long-term and short-term objectives. It will motivate the employee, give them a sense of success, and make probation more rewarding.

Why is the probation period necessary?

To decide wisely:

Although probationary periods might be challenging, it’s essential to consider the advantages and disadvantages. People who lack patience may leave early and lose a great opportunity.

Gain talents:

Probation is a terrific opportunity to learn the profession’s ropes and sharpen one’s ability. This technique may help employees grasp how the organisation works, uncover new interest areas and contribute to the current setup.

Show abilities:

Probation is the time to exhibit one’s ability and desire to work. Meeting deadlines, handling workloads, and being a responsive and responsible colleague and employee are all skills that might show an employer-employee can do the job beyond probation.

Full-time benefits:

Employees get a salary and other perks while on probation. The employee is eligible for a higher salary, promotions, and health insurance after probation. After the probation period, the employee is given greater weight and is not a contract worker.

Long-term employment stability:

Permanent employment also offers more work stability. Completing probation may make employees happier and more driven and encourage an employee to create professional objectives.

Does the employee get paid during the probation period?

Employees have the right to get paid. The employment contract itself would say what the salary, paid time off, and other benefits would be. Government jobs have a fixed salary for the first few months depending on pay grade. But private companies have a lot more freedom in how they pay their workers. Before accepting a job offer, it’s best to negotiate salary and benefits like paid time off, health insurance, and transportation.

In government jobs, what is a “probationary period”?

Most jobs in the central government have a two-year trial period. Union Public Service Commission, and Staff Selection Commission, both have a two-year probation period.

So, jobs in Class III and Class IV services, like Assistants in the Central Secretariat Service, Tax Inspectors in the Central Board of Direct Taxes, and Assistant Enforcement Officers, have a two-year probation period.

Different states have different trial periods for state government jobs. But most state governments have a two-year trial period, just like the federal government.

Rules for the probation period in India

• If an employee wants to leave the company while on probation, the employee would have to give notice.
• Appointments on probation are appointments that are to be tested.
• A probation period can last for a set amount of time or an unknown amount.
• Since a probationary position is not a permanent job, the end of service during probation is not the same as being kicked out of service.
• Employers can end the employment of probationary workers at any time.
• The employer can extend the time at any time.
• If employees are put on probation for a certain amount of time and keep working in the same job after that time, the employee might still be on probation.

Getting terminated during the probation period

A probationer has no rights to the job; the employer can terminate them at any time. It is best to use simple, non-stigmatic language when terminating the services of a probationer. The employer can say that the probationary services are over for now.

Conclusion

During probation, employers look at how well an employee fits the job. During this time, they train the employee and keep a check on how employees do. The team leader or manager gives employee feedback regularly to help the employee do a better job.

At the end of the trial period, the company will look at how the employee did and decide if the employee needs orientation to start working full-time. Depending on what they find, companies may hire an employee as a regular worker, let the employee go, or extend their probation period.

So to manage the resources, time, energy, and money, an employee must undergo a probation period. This period will benefit both organisations and employees, and they can plan and decide their future decision according to the probation period.