Probation Period

A probation period (also called a trial period or introductory period) is a defined period at the start of employment — typically 30, 60, or 90 days — during which the employment relationship is considered provisional. **What it means in practice:** - The employer evaluates whether the new hire is meeting performance expectations - In some jurisdictions, termination during probation is simpler (no cause required; reduced severance) - In the US, at-will employment already gives employers this flexibility, making formal probationary periods less legally significant than in countries with stronger employee protections - Benefits may be delayed until after the probationary period (health insurance effective at 90 days, for example) **International context:** In EU countries, UK, Australia, and elsewhere, employees often have legal protections against wrongful dismissal after a certain tenure. Probationary periods typically exempt the employer from these protections for the defined initial period. **US implications:** - Most US employment is at-will, so a probationary period doesn't dramatically change legal rights - Practical implication: performance is actively evaluated and documented during this period - It can affect benefits timing (health insurance, 401k eligibility, PTO accrual starting point) **For candidates:** Understand what happens at the end of the probationary period: Is there a formal review? Are benefits or pay changes contingent on passing? Is the period extendable? **Performance expectations:** A 90-day plan — explicit agreement on what success looks like in the first 90 days — is invaluable for navigating a probationary period successfully.