Usually, probation is 6 months and then employee gets confirmed. It depends on his performance whether to confirm him in 6 months probation period or extend probation period by 3 months or so.
You will have to check your Appointment letter terms what does it state about Confirmation period. Further, a confirmed employee will be eligible for leaves. However, it depends on company policy as few companies grant leaves (Sick leave and Casual leave) in probation period too instead of doing it as without pay leave. OR give employees advance leave.
22nd May 2019 From India, Pune
If employee already completed the probation period, subject to his/her satisfactory performance during probation period, issue a confirmation order.
22nd May 2019 From India, Madras
Though a probationer can be terminated without assigning reason for termination, it will be illegal to do so if that termination causes a stigma on him. Since he has been working with you for one year and you have not appraised him and found any negative thing about him, termination would cause stigma. Therefore, if you have not changed the status of the employee, you should do it now. Obviously, you should collect feedback from his reporting officer, but only for the sake of complying with the formalities.
23rd May 2019 From India, Kannur