The probation review is one of the most important meetings in an employee's early career at your company. Done well, it sets clear expectations and confirms whether the employment relationship is working for both parties. Done poorly, it creates legal risk and damages the employee's confidence at a critical time.
Rate the employee honestly across all criteria before the meeting. Be specific in your comments — vague feedback like "could do better" is not useful. For each area of improvement, provide a specific example and a clear expectation for going forward.
When should the probation review take place?
Reviews should happen at the midpoint and end of the probation period. For a 3-month probation, hold a 6-week informal check-in and a formal review at the end of month 3. Do not wait until the final day — if there are concerns, the employee needs time to improve. Many employment tribunals have found against employers who failed to give adequate warning during probation before dismissal.
Can you extend probation more than once?
Most jurisdictions and employment contracts allow one extension. Extending probation more than once is legally risky in many countries and signals that the hiring decision was wrong. If after the extension period the employee still does not meet standards, the appropriate action is usually termination rather than a further extension. Always consult your employment contract and local law.
What if the employee disagrees with the review?
Allow the employee to write their response on the form or in a separate document. File both together. A review is a manager's assessment, not a legal verdict. The employee's right is to have their disagreement noted, not to change the outcome. If the outcome is probation failure or extension, the employee should have the right to appeal under the company's grievance procedure.