{"id":145286,"date":"2024-11-21T19:45:24","date_gmt":"2024-11-21T17:45:24","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=145286"},"modified":"2025-12-11T23:01:22","modified_gmt":"2025-12-11T21:01:22","slug":"employment-probationary-period","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/","title":{"rendered":"The Employment Probationary Period: 2026 Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">An <\/span><b>employment probationary period<\/b><span style=\"font-weight: 400;\"> is a critical part of the hiring process. It allows employers to assess new employees and determine if they\u2019re the <\/span><b>right fit for the job<\/b><span style=\"font-weight: 400;\">. It also gives employees a chance to see if the role <\/span><b>meets their expectations<\/b><span style=\"font-weight: 400;\">. But what exactly does this period entail? Are there any federal and state laws governing this area of talent management? And how can HR managers make the most of this time?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this guide, we\u2019ll walk you through <\/span><b>everything you need to know about employment probationary periods<\/b><span style=\"font-weight: 400;\">, from <\/span><b>legal requirements<\/b><span style=\"font-weight: 400;\"> to <\/span><b>best practices for managing new hires<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Exactly Is an Employment Probationary Period?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Law\">Is There a Federal Employment Probationary Period Law?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#State\">State Employment Probationary Period Protections<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How Long Does an Employment Probationary Period Last?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How Does It Work?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Onboarding\">Onboarding During Probation: Setting New Hires Up for Success<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Performance\">Managing Performance During Probation: Best Practices<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Ends\">What Happens After the Probation Period Ends?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Tools\">Key Tools to Support the Employment Probationary Period<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\"><span style=\"font-weight: 400;\">Welcome new hires seamlessly with onboarding software<\/span><\/a>\u2705<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"775\" height=\"266\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 775px) 100vw, 775px\" \/><\/a><\/p>\n<h2><b><a name=\"What\"><\/a>What Exactly Is an Employment Probationary Period?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">An employment probationary period is a <\/span><b>trial period<\/b><span style=\"font-weight: 400;\"> that new employees typically go through before becoming <\/span><a href=\"https:\/\/factorialhr.com\/blog\/everything-about-a-permanent-contract\/\"><span style=\"font-weight: 400;\">permanent members of the team<\/span><\/a><span style=\"font-weight: 400;\">. Think of it as a \u201ctest run\u201d for both the employer and the employee. Employers use this time to evaluate whether the employee meets <\/span><a href=\"https:\/\/factorialhr.com\/blog\/example-of-performance-goals-at-work\/\"><span style=\"font-weight: 400;\">performance expectations<\/span><\/a><span style=\"font-weight: 400;\">, fits into the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/high-performance-culture\/\"><span style=\"font-weight: 400;\">company culture<\/span><\/a><span style=\"font-weight: 400;\">, and is a good fit for the role. Employees, on the other hand, have the opportunity to decide if the job <\/span><b>aligns with their career goals and expectations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The length of the probationary period and what\u2019s expected from the employee during this time can vary by company, but the goal remains the same: to determine <\/span><b>whether both parties are satisfied with the arrangement<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For employers, having a probationary period for employment helps <\/span><b>reduce the risk of hiring someone who doesn\u2019t ultimately work out<\/b><span style=\"font-weight: 400;\">. For employees, it offers a sense of security by ensuring they aren\u2019t stuck in a <\/span><b>job that doesn\u2019t fit<\/b><span style=\"font-weight: 400;\">. At the end of the probation period, the employee may either be confirmed as a permanent member of the team, extended for further evaluation, or let go if the fit isn\u2019t right.<\/span><\/p>\n<h2><b><a name=\"Law\"><\/a>Is There a Federal Employment Probationary Period Law?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">There aren&#8217;t actually any federal laws specifically governing the employment probationary period. However, several<\/span><b> important federal regulations<\/b><span style=\"font-weight: 400;\"> that apply to employees during this time. These protections ensure <\/span><b>probationary employees are treated fairly<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One key law is the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/oasam\/civil-rights-center\/statutes\/civil-rights-act-of-1964#:~:text=In%201964%2C%20Congress%20passed%20Public,religion%2C%20sex%20or%20national%20origin.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Civil Rights Act of 1964<\/span><\/a><span style=\"font-weight: 400;\">, which prohibits employers from <\/span><b>discrimination <\/b><span style=\"font-weight: 400;\">based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/age-discrimination-workplace\/\"><span style=\"font-weight: 400;\">age<\/span><\/a><span style=\"font-weight: 400;\"> (40 or older), disability and genetic information. This means that even during the probationary period for employment, employees can&#8217;t be <\/span><b>treated unfairly<\/b><span style=\"font-weight: 400;\"> because of these factors.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another significant law is the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/americans-with-disabilities-act\/\"><span style=\"font-weight: 400;\">Americans with Disabilities Act (ADA)<\/span><\/a><span style=\"font-weight: 400;\">. If an employee has a disability, the employer must provide <\/span><b>reasonable accommodations to help them perform their job<\/b><span style=\"font-weight: 400;\">, even if they are still in their probation period. This ensures that probationary employees receive the<\/span><b> same support and opportunities as permanent employee <\/b><span style=\"font-weight: 400;\">it terms of adapting the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/how-to-create-a-healthy-work-environment\/\"><span style=\"font-weight: 400;\">work environment<\/span><\/a><span style=\"font-weight: 400;\"> or tasks to fit their needs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Lastly, the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">) ensures probationary employees are paid fairly, covering <\/span><b>minimum wage<\/b><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-overtime-rules-2024\/\"><span style=\"font-weight: 400;\">overtime<\/span><\/a><span style=\"font-weight: 400;\"> requirements. These protections apply to everyone, <\/span><b>regardless of employment status<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, while there are no federal rules about the exact length or structure of an employment probationary period, the laws above <\/span><b>ensure fairness<\/b><span style=\"font-weight: 400;\"> and <\/span><b>protect employees&#8217; rights<\/b><span style=\"font-weight: 400;\"> throughout their probation.<\/span><\/p>\n<h2><b><a name=\"State\"><\/a>State Employment Probationary Period Protections<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Employees on probation in all states have <\/span><b>basic rights from day one<\/b><span style=\"font-weight: 400;\">. These include minimum wage, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/paid-sick-leave\/\"><span style=\"font-weight: 400;\">sick pay<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/types-of-time-off-requests\/\"><span style=\"font-weight: 400;\">time off<\/span><\/a><span style=\"font-weight: 400;\">, and protection from discrimination and wrongful dismissal. Even if someone is on probation, they can&#8217;t be denied these <\/span><b>fundamental protections under both federal and state law<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In states with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/at-will-employment-by-state\/\"><span style=\"font-weight: 400;\">at-will employment<\/span><\/a><span style=\"font-weight: 400;\"> laws, employers can <\/span><a href=\"https:\/\/factorialhr.com\/blog\/firing-employees-the-right-way\/\"><span style=\"font-weight: 400;\">terminate employees<\/span><\/a><span style=\"font-weight: 400;\"> at any time during the probation period, <\/span><b>with or without cause<\/b><span style=\"font-weight: 400;\">. But even in these states, probationary employees still have the right to be <\/span><b>treated fairly<\/b><span style=\"font-weight: 400;\"> and cannot be fired for <\/span><b>discriminatory or retaliatory reasons<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Montana is the only state that requires a probationary period for new hires<\/b><span style=\"font-weight: 400;\">. However, while other states don&#8217;t mandate probation periods, many still offer <\/span><b>strong protections<\/b><span style=\"font-weight: 400;\"> for employees during this time. Employers may have more flexibility in these cases, but they cannot fire someone for<\/span><b> unfair reasons like discrimination<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s start by looking at <\/span><b>Montana\u2019s rules<\/b><span style=\"font-weight: 400;\">, then we\u2019ll explore other a few other <\/span><b>states that offer these protections<\/b><span style=\"font-weight: 400;\"> during the probation period.<\/span><\/p>\n<h3><b>Montana\u2019s State Employment Probationary Period Law<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Montana is unique when it comes to the employment probationary period. Unlike most states, <\/span><b>Montana doesn\u2019t follow the typical at-will employment model during probation<\/b><span style=\"font-weight: 400;\">. Instead, the law requires employers to have <\/span><i><span style=\"font-weight: 400;\">&#8220;good cause&#8221;<\/span><\/i><span style=\"font-weight: 400;\"> to terminate an employee. In other words, employers must have a <\/span><b>legitimate, documented reason for ending the employment relationship<\/b><span style=\"font-weight: 400;\">, even if the employee is still in their probation period.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the <\/span><a href=\"https:\/\/archive.legmt.gov\/bills\/mca\/title_0390\/chapter_0020\/part_0090\/sections_index.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Montana Wrongful Discharge from Employment Act (WDEA)<\/span><\/a><span style=\"font-weight: 400;\"> protects employees by ensuring they <\/span><b>can\u2019t be dismissed without just cause<\/b><span style=\"font-weight: 400;\">. During the probationary period for employment, employers must show evidence of <\/span><b>poor performance, misconduct, or a failure to meet job expectations<\/b><span style=\"font-weight: 400;\"> before terminating an employee. If an employee is let go without this evidence, they have the right to challenge the termination.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This law provides <\/span><b>more job security<\/b><span style=\"font-weight: 400;\"> to probationary employees in Montana than what you might find in other states. Even though the probationary period is meant for evaluating new hires, Montana&#8217;s protections ensure <\/span><b>terminations aren&#8217;t based on discriminatory or retaliatory reasons<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For employers, this means they must be careful during the hiring process and ensure that <\/span><b>any probationary period is clearly communicated to new hires<\/b><span style=\"font-weight: 400;\">. Employers must also make sure they <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-performance-metrics\/\"><span style=\"font-weight: 400;\">track performance<\/span><\/a><span style=\"font-weight: 400;\"> and have <\/span><a href=\"https:\/\/factorialhr.com\/blog\/document-management-software\/\"><span style=\"font-weight: 400;\">clear documentation<\/span><\/a><span style=\"font-weight: 400;\"> to justify any termination decisions during the probationary period. This level of <\/span><b>accountability <\/b><span style=\"font-weight: 400;\">sets Montana apart from states with more flexible at-will employment rules.<\/span><\/p>\n<h3><b>California<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">California also offers <\/span><b>strong protections<\/b><span style=\"font-weight: 400;\"> for employees during the employment probationary period. Even though the state follows <\/span><b>at-will employment laws<\/b><span style=\"font-weight: 400;\">, employers cannot fire probationary employees for unlawful reasons, such as <\/span><b>discrimination based on race, gender, or disability<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.dor.ca.gov\/Home\/FairEmploymentAct\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Fair Employment and Housing Act (FEHA)<\/span><\/a><span style=\"font-weight: 400;\"> plays a crucial role here. It prohibits discrimination based on a variety of protected characteristics, including race, gender, sexual orientation, disability, age, and more. This means that even during the probationary period, employers <\/span><b>cannot make decisions about hiring, firing, or job assignments based on these factors<\/b><span style=\"font-weight: 400;\">. Essentially, while employers in California can end the probationary period at any time, they must still have a <\/span><b>legitimate, non-discriminatory reason<\/b><span style=\"font-weight: 400;\"> for doing so.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/california-employment-laws\/\"><span style=\"font-weight: 400;\">California employment law<\/span><\/a><span style=\"font-weight: 400;\"> requires employers to provide <\/span><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation\/\"><span style=\"font-weight: 400;\">workers&#8217; compensation<\/span><\/a><span style=\"font-weight: 400;\"> benefits from day one, ensuring probationary employees are <\/span><b>treated fairly<\/b><span style=\"font-weight: 400;\"> when it comes to job safety.<\/span><\/p>\n<h3><b>New York<\/b><\/h3>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/new-york-state-employment-law\/\"><span style=\"font-weight: 400;\">New York State employment law<\/span><\/a><span style=\"font-weight: 400;\"> also offers employees strong protections, even during their employment probationary period. For instance, the <\/span><a href=\"https:\/\/www.nyc.gov\/site\/eepc\/laws\/state-laws.page\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">New York State Human Rights Law<\/span><\/a><span style=\"font-weight: 400;\"> prohibits <\/span><b>discrimination <\/b><span style=\"font-weight: 400;\">based on race, gender, disability, and other protected categories. These rights extend to employees during the probationary period for employment. <\/span><b>Employers can\u2019t fire an employee on probation for discriminatory reasons or retaliation<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Texas<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Texas is another state that follows <\/span><b>at-will employment<\/b><span style=\"font-weight: 400;\">, so employers here can end an employment probationary period at any time, for any reason, or no reason at all. However, as with all the above, <\/span><b>employers can\u2019t fire probationary employees for discriminatory reasons<\/b><span style=\"font-weight: 400;\">. Specifically, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-texas\/\"><span style=\"font-weight: 400;\">Texas labor law<\/span><\/a><span style=\"font-weight: 400;\"> protects employees from discrimination based on race, gender, age, and other factors. Even during the probationary period for employment, employers must respect these protections.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While Texas doesn\u2019t offer as many <\/span><b>safeguards <\/b><span style=\"font-weight: 400;\">as other states, employees still have <\/span><b>basic rights<\/b><span style=\"font-weight: 400;\">. If a probationary employee believes they were wrongfully terminated, they can take legal action.<\/span><\/p>\n<h3><b>Illinois<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In Illinois, probationary employees are protected by the <\/span><a href=\"https:\/\/www.ilga.gov\/legislation\/ilcs\/ilcs5.asp?ActID=2266\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Illinois Human Rights Act<\/span><\/a><span style=\"font-weight: 400;\">. This law prevents employers from firing probationary employees based on <\/span><b>race, gender, sexual orientation, or any other protected category<\/b><span style=\"font-weight: 400;\">. Employers must treat probationary employees <\/span><b>fairly <\/b><span style=\"font-weight: 400;\">during the employment probationary period. If a probationary employee feels they\u2019ve been fired for an illegal reason, they can challenge the termination.<\/span><\/p>\n<h3><b>Massachusetts<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><a href=\"https:\/\/www.mass.gov\/info-details\/overview-of-workplace-discrimination\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Massachusetts Fair Employment Practices Act<\/span><\/a><span style=\"font-weight: 400;\"> protects employees from discrimination based on race, gender, disability, and other protected characteristics. Employers <\/span><b>can\u2019t fire employees for discriminatory reasons during the employment probationary period<\/b><span style=\"font-weight: 400;\">. Massachusetts also requires employers to provide <\/span><b>paid sick leave<\/b><span style=\"font-weight: 400;\">\u00a0to probationary employees.<\/span><\/p>\n<h2><b><a name=\"How\"><\/a>How Long Does an Employment Probationary Period Last?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Generally, a <\/span><b>90-day probationary period<\/b><span style=\"font-weight: 400;\"> is pretty standard in the U.S., but it can vary based on the company, industry, and role. A <\/span><b>shorter probationary period<\/b><span style=\"font-weight: 400;\"> (e.g., 30 or 60 days) might be suitable for roles with <\/span><b>relatively straightforward responsibilities<\/b><span style=\"font-weight: 400;\">, while a <\/span><b>longer probationary period<\/b><span style=\"font-weight: 400;\"> could be appropriate for positions that require <\/span><b>more time to assess<\/b><span style=\"font-weight: 400;\">, such as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/leadership-development\/\"><span style=\"font-weight: 400;\">leadership<\/span><\/a><span style=\"font-weight: 400;\"> or technical roles.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most HR managers set probationary periods that allow <\/span><b>enough time to observe the employee\u2019s performance and integration into the company culture<\/b><span style=\"font-weight: 400;\">. A 90-day probation period is common because it provides a full quarter to evaluate the employee\u2019s contribution to the business, but it\u2019s not so long that it drags out the uncertainty.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During this period, employers should have regular <\/span><a href=\"https:\/\/factorialhr.com\/blog\/one-on-one-meeting\/\"><span style=\"font-weight: 400;\">one-on-one meetings<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/constructive-feedback-employees\/\"><span style=\"font-weight: 400;\">feedback sessions<\/span><\/a><span style=\"font-weight: 400;\"> to ensure there are no surprises at the end. These evaluations allow both parties to <\/span><b>address any concerns or challenges early on<\/b><span style=\"font-weight: 400;\">. Additionally, if the employee has met all expectations, the probationary period may be concluded early, transitioning the employee to permanent status.<\/span><\/p>\n<h2><b><a name=\"How\"><\/a>How Does It Work?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">An employment probationary period is structured to allow both the employer and the employee to <\/span><b>assess the suitability of the job<\/b><span style=\"font-weight: 400;\">. For the employer, it\u2019s a time to evaluate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-performance-review-questions\/\"><span style=\"font-weight: 400;\">job performance<\/span><\/a><span style=\"font-weight: 400;\">, reliability, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/ways-improve-teamwork-sme\/\"><span style=\"font-weight: 400;\">teamwork<\/span><\/a><span style=\"font-weight: 400;\">, and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/culture-fit-vs-culture-add\/\"><span style=\"font-weight: 400;\">cultural fit<\/span><\/a><span style=\"font-weight: 400;\">. For the employee, it\u2019s an opportunity to see <\/span><b>how well they adapt to the role<\/b><span style=\"font-weight: 400;\"> and whether the job <\/span><b>meets their expectations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During the probation period, employees typically undergo <\/span><a href=\"https:\/\/factorialhr.com\/blog\/creative-new-employee-onboarding\/\"><span style=\"font-weight: 400;\">onboarding<\/span><\/a><span style=\"font-weight: 400;\">, which includes <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-employee-training-checklist\/\"><span style=\"font-weight: 400;\">training<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/onboarding-vs-orientation\/\"><span style=\"font-weight: 400;\">orientation<\/span><\/a><span style=\"font-weight: 400;\">. They\u2019ll be expected to perform the duties outlined in the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/writing-job-descriptions\/\"><span style=\"font-weight: 400;\">job description<\/span><\/a><span style=\"font-weight: 400;\">, but there may be more frequent <\/span><a href=\"https:\/\/factorialhr.com\/blog\/performance-reviews\/\"><span style=\"font-weight: 400;\">performance reviews<\/span><\/a><span style=\"font-weight: 400;\"> to ensure they are on track.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For employers, this is the time to <\/span><b>provide consistent feedback<\/b><span style=\"font-weight: 400;\">. The goal is not only to assess the employee\u2019s performance but also to <\/span><b>help them improve where necessary<\/b><span style=\"font-weight: 400;\">. Setting <\/span><b>clear expectations<\/b><span style=\"font-weight: 400;\"> at the outset is key. Employees should know exactly what\u2019s expected of them in terms of <\/span><b>tasks, behavior, and performance standards<\/b><span style=\"font-weight: 400;\">. If an employee struggles, this feedback allows them to <\/span><b>course-correct <\/b><span style=\"font-weight: 400;\">before their permanent status is determined.<\/span><\/p>\n<h2><b><a name=\"Onboarding\"><\/a>Onboarding During Probation: Setting New Hires Up for Success<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As we just mentioned, <\/span><b>onboarding is a crucial part of the employment probationary period<\/b><span style=\"font-weight: 400;\">. It&#8217;s the first step in setting new hires up for success. A <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-onboarding-checklist\/\"><span style=\"font-weight: 400;\">smooth onboarding process<\/span><\/a><span style=\"font-weight: 400;\"> helps employees feel confident in their role and start contributing faster. <\/span><b>Clear communication<\/b><span style=\"font-weight: 400;\"> is crucial here. Make sure new hires understand <\/span><b>their goals<\/b><span style=\"font-weight: 400;\">, the <\/span><b>company culture<\/b><span style=\"font-weight: 400;\">, and <\/span><b>how they fit into the bigger picture<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You should also make the onboarding process <\/span><b>as welcoming as possible<\/b><span style=\"font-weight: 400;\">. Introduce the new starter to their team, provide necessary resources, and offer training to get them started. As they move through the probationary period, <\/span><b>check in regularly<\/b><span style=\"font-weight: 400;\"> to offer feedback and guidance. The goal is to create an environment where the employee feels <\/span><b>supported, understood, and empowered to do their best work<\/b><span style=\"font-weight: 400;\">. If onboarding is done right, it sets the stage for a successful probationary period and helps employees settle in quickly.<\/span><\/p>\n<h2><b><a name=\"Performance\"><\/a>Managing Performance During Probation: Best Practices<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">It\u2019s vital that you <\/span><b>track and manage employee performance <\/b><span style=\"font-weight: 400;\">during their probationary period to make sure that all expectations are aligned.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are some <\/span><b>best practices for managing performance<\/b><span style=\"font-weight: 400;\"> during the employment probationary period:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Set clear expectations upfront<\/b><span style=\"font-weight: 400;\">. Define the goals, responsibilities, and performance metrics the employee must meet during the probationary period.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Provide regular feedback<\/b><span style=\"font-weight: 400;\">. Don\u2019t wait until the end of the probation period. Offer constructive feedback throughout the process to help the employee improve.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Be consistent<\/b><span style=\"font-weight: 400;\">. Make sure all probationary employees are held to the same standards. Fairness and consistency are key to creating a positive work environment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Be transparent<\/b><span style=\"font-weight: 400;\">. Keep the employee informed about their progress. Let them know where they\u2019re excelling and where they need to improve.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Offer support<\/b><span style=\"font-weight: 400;\">. If an employee is struggling, offer training, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/peer-mentoring\/\"><span style=\"font-weight: 400;\">mentoring<\/span><\/a><span style=\"font-weight: 400;\"> or additional resources to help them succeed.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document performance<\/b><span style=\"font-weight: 400;\">. Keep records of performance reviews and feedback. This will help justify decisions made at the end of the probation period.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Give room for improvement<\/b><span style=\"font-weight: 400;\">. The probationary period is also about <\/span><a href=\"https:\/\/factorialhr.com\/blog\/growth-mindset-meaning\/\"><span style=\"font-weight: 400;\">growth<\/span><\/a><span style=\"font-weight: 400;\">. Offer opportunities for the employee to make adjustments and improve their performance before making any final decisions.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Ends\"><\/a>What Happens After the Probation Period Ends?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">At the end of the employment probationary period, you\u2019ll have some important decisions to make. The employee could become a <\/span><b>permanent member of the team<\/b><span style=\"font-weight: 400;\">, you may choose to <\/span><b>extend their probation<\/b><span style=\"font-weight: 400;\">, or you could decide to <\/span><b>part ways<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the probationary period has been successful, you\u2019ll want to confirm their position and <\/span><b>continue to support their growth<\/b><span style=\"font-weight: 400;\">. Make sure to let the employee know they\u2019ve successfully completed their probationary period and are now a permanent part of the team. You can do this in a <\/span><b>casual meeting<\/b><span style=\"font-weight: 400;\"> or with a <\/span><b>simple letter<\/b><span style=\"font-weight: 400;\">, but be sure to clearly tell them they\u2019ve passed probation and confirm their new status. It\u2019s a nice moment to <\/span><b>celebrate their success<\/b><span style=\"font-weight: 400;\"> and make them feel <\/span><b>valued as a full member of the team<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If things aren\u2019t working out, it\u2019s time to discuss next steps. For instance, a valid reason for <\/span><b>dismissal during the probationary period<\/b><span style=\"font-weight: 400;\"> could be <\/span><a href=\"https:\/\/factorialhr.com\/blog\/what-is-insubordination\/\"><span style=\"font-weight: 400;\">insubordination<\/span><\/a><span style=\"font-weight: 400;\">. If an employee consistently refuses to follow instructions, ignores company policies, or displays defiant behavior, it can negatively impact their performance and the team. Depending on how serious the issues are, you could either <\/span><b>provide additional support<\/b><span style=\"font-weight: 400;\"> at this point or choose to <\/span><b>end the employment relationship<\/b><span style=\"font-weight: 400;\">. Whatever you decide to do, make sure you do it in a respectful and professional way. Open, honest communication will help manage expectations and reduce uncertainty.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In some cases, you might choose to <\/span><b>extend the probationary period to give the employee more time to improve<\/b><span style=\"font-weight: 400;\">. Be clear about the goals and expectations during this extension, and make sure they have the support they need to succeed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, how you handle the end of the probationary period can <\/span><b>set the tone<\/b><span style=\"font-weight: 400;\"> for the future of the employee\u2019s relationship with the company. Whether they stay or go, <\/span><b>clarity and transparency are key<\/b><span style=\"font-weight: 400;\"> to making the transition smooth.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-135484\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/06\/18113042\/recruiting-and-onboarding-300x103.png\" alt=\"recruiting-onboarding\" width=\"874\" height=\"300\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/06\/18113042\/recruiting-and-onboarding-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/06\/18113042\/recruiting-and-onboarding-768x263.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/06\/18113042\/recruiting-and-onboarding.png 900w\" sizes=\"(max-width: 874px) 100vw, 874px\" \/><\/a><\/p>\n<h2><b><a name=\"Tools\"><\/a>Key Tools to Support the Employment Probationary Period<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Factorial&#8217;s <\/span><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\"><span style=\"font-weight: 400;\">onboarding<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/performance-management\"><span style=\"font-weight: 400;\">performance management<\/span><\/a><span style=\"font-weight: 400;\"> software make it even easier for you to manage the probationary period for employment. Our solution provides you with <\/span><b>everything you need to support new hires and track their progress<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here&#8217;s how Factorial helps you during the probation phase:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Onboarding checklists and automation<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s onboarding software offers customizable checklists to ensure new hires complete essential tasks and receive necessary training. This helps employees on probation start off on the right foot.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Performance tracking and evaluation<\/b><span style=\"font-weight: 400;\">. Keep track of new hire performance easily. Set goals, monitor progress, and offer feedback in real time. This keeps everyone aligned with expectations and helps probationary employees improve.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee feedback and surveys<\/b><span style=\"font-weight: 400;\">. Factorial makes it easy to collect feedback from both managers and employees. Use regular check-ins, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-hire-onboarding-survey-questions\/\"><span style=\"font-weight: 400;\">onboarding surveys<\/span><\/a><span style=\"font-weight: 400;\"> and performance reviews to guide probationary employees through their time with the company.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Documenting and storing records<\/b><span style=\"font-weight: 400;\">. Factorial helps you store all performance data in one place. Keep a clear record of feedback, reviews, and training to ensure you make fair and informed decisions at the end of the employment probationary period.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customizable goal setting<\/b><span style=\"font-weight: 400;\">. Set clear, measurable goals for probationary employees. Track their achievements and provide actionable insights to help them succeed.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">With Factorial\u2019s onboarding and performance management tools, you can <\/span><b>manage the employment probationary period smoothly and fairly<\/b><span style=\"font-weight: 400;\">, ensuring new hires get the support they need to succeed.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>An employment probationary period is a critical part of the hiring process. It allows employers to assess new employees and determine if they\u2019re the right fit for the job. It also gives employees a chance to see if the role meets their expectations. But what exactly does this period entail? Are there any federal and<a href=\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":145288,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[350],"tags":[],"class_list":["post-145286","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-development"],"acf":{"topics":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Employment Probationary Period: 2026 Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Employment Probationary Period: 2026 Guide\" \/>\n<meta property=\"og:description\" content=\"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-11-21T17:45:24+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-12-11T21:01:22+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/11\/21192235\/employment-probationary-period-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\"},\"headline\":\"The Employment Probationary Period: 2026 Guide\",\"datePublished\":\"2024-11-21T17:45:24+00:00\",\"dateModified\":\"2025-12-11T21:01:22+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\"},\"wordCount\":2682,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"HR Development\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\",\"url\":\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\",\"name\":\"The Employment Probationary Period: 2026 Guide | Factorial\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#website\"},\"datePublished\":\"2024-11-21T17:45:24+00:00\",\"dateModified\":\"2025-12-11T21:01:22+00:00\",\"description\":\"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#website\",\"url\":\"https:\/\/factorialhr.com\/blog\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/factorialhr.com\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\",\"name\":\"All-in-one business management software - Factorial\",\"url\":\"https:\/\/factorialhr.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"contentUrl\":\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"width\":946,\"height\":880,\"caption\":\"All-in-one business management software - Factorial\"},\"image\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\",\"https:\/\/twitter.com\/factorialapp\",\"https:\/\/www.linkedin.com\/company\/factorialhr\",\"https:\/\/www.youtube.com\/@factorialmedia\",\"https:\/\/www.instagram.com\/factorial\/#\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\",\"name\":\"Cat Symonds\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g\",\"caption\":\"Cat Symonds\"},\"description\":\"Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Interm\u00f3n, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.\u00a0 For more information or to contact Cat visit her\u00a0website\u00a0(thecontentcat.com) or send her a message through\u00a0LinkedIn.\",\"sameAs\":[\"http:\/\/www.thecontentcat.com\/\",\"https:\/\/www.linkedin.com\/in\/catsymonds\/\"],\"url\":\"https:\/\/factorialhr.com\/blog\/author\/cat-symonds\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"The Employment Probationary Period: 2026 Guide | Factorial","description":"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/","og_locale":"en_US","og_type":"article","og_title":"The Employment Probationary Period: 2026 Guide","og_description":"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.","og_url":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/","og_site_name":"Factorial","article_publisher":"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","article_published_time":"2024-11-21T17:45:24+00:00","article_modified_time":"2025-12-11T21:01:22+00:00","og_image":[{"width":830,"height":400,"url":"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/11\/21192235\/employment-probationary-period-1.jpg","type":"image\/jpeg"}],"author":"Cat Symonds","twitter_card":"summary_large_image","twitter_creator":"@factorialapp","twitter_site":"@factorialapp","twitter_misc":{"Written by":"Cat Symonds","Est. reading time":"13 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/#article","isPartOf":{"@id":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/"},"author":{"name":"Cat Symonds","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620"},"headline":"The Employment Probationary Period: 2026 Guide","datePublished":"2024-11-21T17:45:24+00:00","dateModified":"2025-12-11T21:01:22+00:00","mainEntityOfPage":{"@id":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/"},"wordCount":2682,"publisher":{"@id":"https:\/\/factorialhr.com\/blog\/#organization"},"articleSection":["HR Development"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/","url":"https:\/\/factorialhr.com\/blog\/employment-probationary-period\/","name":"The Employment Probationary Period: 2026 Guide | Factorial","isPartOf":{"@id":"https:\/\/factorialhr.com\/blog\/#website"},"datePublished":"2024-11-21T17:45:24+00:00","dateModified":"2025-12-11T21:01:22+00:00","description":"Learn about the employment probationary period, its purpose, legal protections, and best practices for managing new hires effectively.","inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/factorialhr.com\/blog\/employment-probationary-period\/"]}]},{"@type":"WebSite","@id":"https:\/\/factorialhr.com\/blog\/#website","url":"https:\/\/factorialhr.com\/blog\/","name":"Factorial","description":"","publisher":{"@id":"https:\/\/factorialhr.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/factorialhr.com\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/factorialhr.com\/blog\/#organization","name":"All-in-one business management software - Factorial","url":"https:\/\/factorialhr.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","contentUrl":"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","width":946,"height":880,"caption":"All-in-one business management software - Factorial"},"image":{"@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","https:\/\/twitter.com\/factorialapp","https:\/\/www.linkedin.com\/company\/factorialhr","https:\/\/www.youtube.com\/@factorialmedia","https:\/\/www.instagram.com\/factorial\/#"]},{"@type":"Person","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620","name":"Cat Symonds","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g","caption":"Cat Symonds"},"description":"Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Interm\u00f3n, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.\u00a0 For more information or to contact Cat visit her\u00a0website\u00a0(thecontentcat.com) or send her a message through\u00a0LinkedIn.","sameAs":["http:\/\/www.thecontentcat.com\/","https:\/\/www.linkedin.com\/in\/catsymonds\/"],"url":"https:\/\/factorialhr.com\/blog\/author\/cat-symonds\/"}]}},"_links":{"self":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/145286"}],"collection":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/users\/80"}],"replies":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/comments?post=145286"}],"version-history":[{"count":4,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/145286\/revisions"}],"predecessor-version":[{"id":175105,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/145286\/revisions\/175105"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/media\/145288"}],"wp:attachment":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/media?parent=145286"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/categories?post=145286"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/tags?post=145286"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}