Use case
Probation and onboarding
A probation period works best when expectations, feedback and the contract all say the same thing. Problems usually start when one of them is missing.
Example scenario. Not legal advice.
Guidance, not a decision. Review required where the matter could lead to formal action.
The manager's scenario
“A new hire is four months into a six-month probation and is not meeting expectations. What are my options?”
Facts to gather
- The probation clause in the employment contract
- Whether the contract allows an extension, and on what notice
- Feedback and training given so far, with dates
- Any earlier probation review notes
The role of company policy
Your probation policy sets review points, who signs off and how an extension or outcome is communicated. Tuarity checks your plan against it.
The role of jurisdiction guidance
Some employment protections apply from the first day of work. Jurisdiction guidance helps you see which ones are relevant before you end or extend a probation period.
Pause or escalate when
- The employee has disclosed pregnancy, a health condition or a protected concern
- You are considering ending employment during probation
- The contract is silent on extension or notice
What Tuarity helps you prepare
- A probation review note
- A draft extension letter for your review
- An onboarding checklist tied to your documents
Every output is a draft for your review. You decide what happens next.
Tuarity for thoughtful managers
Make the next people decision easier to stand behind.
See how Tuarity helps a manager move from a practical question to a policy-aware, reviewable next step.