Probation Extension??? - CiteHR
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Can anyone help me understanding if probation can be extended incase of permanant employee.If the probation period of any employee is extended what can be the meaning of that?is it that employee performing poor or anythig else?
Kindly suggest.

Dear Roop,

Probation can be extended only to the employee who has not been confirmed after joining.

Normally probation period differs from company to company from 3 months to 1 year. Most cases would be 6 month.

Employee probation can be extended on following cases(Mostly in 3 months probation).

1. If the employee doesn't perform well but the management has a faith in the employee to give him a chance to perform better. here the employer has the option to send the employee out with minimal notice period(mostly 1 week). since they are extending they have hope with the employee.

2. The organisation is down sizing the manpower / department so they give an extension of probation for employee even though he is performing and ask to move after the completion of extension of probation period.(mostly done for management trainees).

3. The employee may perform better & excellent in job but his behavior/ attitude / discipline / punctuality is bad so the department HOD gives an extension of probation to change his behavior.

Hey thanks Shenbagarajan K. That means if comapny has extended the probation it doesnt mean that employee have to take it in negative sense right? Thanks Roop
Dear roop,
The company has the option to send a probation employee with minimum notice. but they are giving a chance then they believe the employee has potential / perform well with some support which he was not given earlier.

very rarely the employer terminate the employee under probation or extension unless the employee doesn’t show up marked improvement on his/her performance and other behaviourial attitudes. pon
let me have a comment ....
Probation is an criteria for new employee has to complete certain amount time with company system ,process ,procedures and his immediate working conditions of his employment per the business objective of the company ...based on those parameters we should confirm the employment services ...
even it could be extendable ,if he /she not meeting the probation period objectives of the company /department /job..first foremost is every has to be fulfill KRAs of the job withing probation period ,then only we can decide extended or regularization of the services

In my view it reffers only one meaning for a standard and well established organisation. If the performance of employee is not going on upto mark and satisfactory level, his probation may be extended. If one's probation period is extended without any reason and inspite of his well performance, simply it may be presumed that there is a problem i.e. financial or related to working condition within the organisation and looking for other companies is better advise in my view.
Thanks a lot for your valuable views.The real scene here is one of our employee (say XYZ) joined as a replacement when the other existing employee (say ABC) was going on sabatical the ABC wantS to rejoin but the project which he was handling has been gone now and the XYZ has got good work and hold also.But management has asked me to extend the probation period of the XYZ saying you will be under observation for two months and on the basis of performance they will confirm him.
The new employee is a good performer and very good friend of mine.There is no point in laying him off but just may be for financial reasons or the amount of work (which is very less).
The only query here is he should look out for something where he really can use his caliber.Now he feels like cheated.

hi ,

Probation period is in vogue to enable an Employer to see whether the new recruit is suitable for the post.

If he is not found suitable his services can be terminated.

However as per principles of natural justice, a probationer has to be given a chance to improve his performance.

He should be given different job assignments so that his employability can be properly assessed.

He should be placed under a different supervisor or section in charge, so that a bias by the supervisor can be ruled out or the recruit may in fact perform better under someone else.

It is better to give advisory memos to the probationer informing him about his short comings and advising him to improve his performance or behaviour.

It would be better to extend his probation and give him a chance to improve the performance.

If such a chance is given ,and the above actions are done the employer cannot be accused of any illegal action when he terminates the services of the probationer.

Courts generally see if a fair chance has been given to a probationer and whether the principles of natural justice have been followed.

Any further info if required , pl contact me.

Devdas Uchil. AGM HR. Mazagon Dock Ltd

Can anyone help me understanding if we hired a employee and we mention in a offer letter \"you are not entilled any leave till completion 3 month\" because you are in probation period. If S/HE absent one week during probation can we confirmed them or extended her/his probionary period, incase we extend probation for how many month we can extend it again.

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