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Completion of Employment Probation Letter

Last revision Last revision 26/02/2024
Formats FormatsWord and PDF
Size Size1 page
Fill out the template

Last revisionLast revision: 26/02/2024

FormatsAvailable formats: Word and PDF

SizeSize: 1 page

Fill out the template

Employment probation (also known as probationary period) is a period which allows employers to terminate employees without cause and not suffer any legal repercussions, such as having to give an employee notice of termination or pay in lieu of such notice. In other words, the employer can fire the employee during the probationary period at any time and for any reason without a notice period.


The purpose of this letter is to either:

  • Confirm the employee's employment due to a successful probation period; or
  • Advise the employee of an unsuccessful probation period and that the employer will not continue to employ them.

The probationary period is considered a trial run for both the employer and the employee to determine the employee's suitability.

The length of probation depends on the law of the province or territory but is normally three months. The duration of employment is usually outlined in the employment contract or employment letter. During those probation months, the employer can terminate the employee without having to give the employee notice of termination.


HOW TO USE THIS DOCUMENT

This letter should be sent to the employee just before the end of their probationary period to advise them whether or not they will have continued employment. The letter can still be sent after the employee's probationary period. However, if the letter is sent after the probation period and the employer intends to fire the employee due to an unsuccessful trial run, the employer may need to provide notice of termination.

The letter can be sent by mail or email in PDF format. Once it has been sent to the employee, the employer should keep a copy of the letter in their file.


APPLICABLE LAW

The law governing the probationary period depends on who employs the employee. In most cases, provincial or territorial legislation will determine the length of the probationary period, which is usually three months.


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