The probationary period is a standard part of an employment contract that allows both parties to verify whether the cooperation works. What is it for, how to record it correctly and what to watch out for?
The probationary period is a period at the beginning of an employment relationship during which both the employee and the employer can end the employment relationship more easily than later. The maximum length, the way it is arranged and other rules are set by legislation — and it differs over time and between countries, so always verify the specific conditions with an accountant or lawyer.
From an HR point of view, the main thing is that the end of the probationary period does not pass unnoticed for any employee.
The probationary period is the best moment for honest feedback in both directions. If the end passes without a review meeting, the company misses an opportunity — either to address a mismatch in time, or to reassure a good person that they are in the right place.
An HR manager in a company with 50 employees tracks the ends of probationary periods manually in Excel. Twice a year it happens that a probationary period passes without a review meeting — and the company either misses the opportunity to resolve a mismatch in time, or loses an employee because no one offered feedback.
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