Probationary Period for New Employees: How to Set One
Quick Answer
A probationary period, often called an introductory period, is the first 30 to 90 days, sometimes longer, when a new employee learns the job and the employer confirms it's a good fit. A good one has clear expectations in writing, scheduled check-ins at 30, 60 and 90 days, honest feedback and a clear end decision. It doesn't remove legal protections; anti-discrimination laws and wage and hour rules apply from day one.
The first few months of a new job decide a lot. The new hire is figuring out whether the job is what they expected. You're figuring out whether they can do the work and fit the team. Without structure, those first months can drift: expectations stay vague, feedback comes too late and problems surface only after it's awkward to address them.
A probationary period gives the first months a clear shape: what's expected, when you'll check in and how you'll decide whether the hire is working out. This guide covers how long it should be, what to include, a check-in schedule, legal points to keep in mind and a free policy template.
Note: This is general information, not legal advice. Employment rules vary by state, so review your policy with an employment attorney.
What Is a Probationary Period?
A probationary period is a set time at the start of employment for training, evaluation and adjustment. Many businesses now call it an introductory period, because "probation" can sound like discipline. During this time, managers give more frequent feedback and both sides decide whether the role is a good fit.
Why Use One?
- Clear expectations from day one.
- Structured feedback before small problems become habits.
- Better onboarding, because check-ins catch training gaps. See the new hire orientation checklist.
- A clear decision point, instead of letting a poor fit drag on.
- A chance for the new hire to raise concerns early.
How Long Should It Be?
| Length | Best for |
|---|---|
| 30 days | Simple, quickly learned roles |
| 60 days | Most hourly and front-line roles |
| 90 days | Most common; skilled roles and office jobs |
| 6 months | Complex, senior or highly technical roles |
Ninety days is the most common choice. It's long enough to see real work and short enough to keep momentum. Whatever you choose, apply it consistently to similar roles.
What to Include in a Probationary Period Policy
| Section | What it covers |
|---|---|
| Length | How long, and whether it can be extended |
| Purpose | Training, feedback and confirming fit |
| Expectations | What success looks like by the end |
| Check-ins | When and how feedback will be given |
| Benefits | Any waiting periods for benefits or PTO, if applicable |
| Completion | How the period ends and what happens next |
| Employment relationship | A neutral statement that completing the period doesn't guarantee future employment |
Setting Clear Expectations
The probationary period is only useful if the new hire knows what they're being measured on. In the first week, share a short written list:
By the end of your first 90 days, you should be able to:
• [Skill or task], independently
• [Skill or task], meeting [quality standard]
• Follow our [key policies, such as timekeeping and safety]
• [Measurable goal, such as handle 15 service calls a week]
How we'll support you: [training, buddy, check-ins]
See how to set employee expectations for more examples.
A 30-60-90 Day Check-In Schedule
| When | Focus | Questions to ask |
|---|---|---|
| Week 1 | Settling in | What's been confusing? Do you have what you need? |
| Day 30 | Learning the basics | What's going well? Where do you need more training? |
| Day 60 | Building independence | Which tasks can you do alone now? What's still hard? |
| Day 90 | Final review | Are expectations met? Is this the right fit for both of us? |
Write a few lines after each check-in: what's going well, what needs work and what you agreed. These notes make the final decision easier and fairer. See the one-on-one meeting template.
Giving Feedback During Probation
Feedback during the first months should be frequent, specific and balanced. New hires often don't know what they don't know, so early, clear coaching is a kindness.
"You're picking up the scheduling system quickly, and customers have said you're friendly on the phone. One thing to work on: you've missed two callback times this week. Let's set up reminders in the system so that doesn't slip. I'll check in Friday."
If there's a serious problem, say so clearly and early. A new hire who hears about a problem for the first time at day 90 has been set up to fail.
Ending the Probationary Period
If It's Going Well
Hold a short final review, confirm they've completed the period, recognize their progress and set goals for the next few months. Put the outcome in writing.
"You've completed your introductory period. You're handling service calls on your own, customers like working with you and you've picked up our systems quickly. Next, let's focus on [goal]. Welcome officially to the team."
If It Needs More Time
If someone is close but not quite there, an extension can make sense, if your policy allows it. Explain exactly what needs to improve and by when.
If It's Not Working
If expectations aren't met despite clear feedback and support, it may be time to end employment. Follow your company's process, base the decision on documented performance or conduct and treat the person respectfully. Get advice before acting if you're unsure.
Legal Points to Keep in Mind
- Anti-discrimination laws apply from day one. The EEOC notes that most employers with at least 15 employees are covered by the federal laws it enforces (20 employees for age discrimination), which protect against discrimination based on race, color, religion, sex, national origin, age 40 or older, disability and genetic information. A probationary period doesn't change that, and many states have their own laws covering smaller employers.
- Wage and hour rules apply from day one. New non-exempt employees must be paid for all hours worked, including training and orientation time. See are training hours paid.
- Be careful with wording. Avoid language that suggests guaranteed or "permanent" employment after probation. Many employers use neutral language such as "introductory period" and "regular employee."
- Montana is different. Montana law sets a default probationary period of 12 months if an employer doesn't set one or state that there is none, and allows extensions up to 18 months in total. Montana employers should get legal advice on how their probationary period works.
- Union contracts may set their own probationary rules.
Free Introductory Period Policy Template
[Company] Introductory Period Policy
Purpose: The introductory period gives new employees time to learn their role and gives both the employee and [Company] a chance to confirm the role is a good fit.
Length: The introductory period lasts [90] days from the first day of work. [Company] may extend it by up to [30] days, with written notice explaining what needs to improve.
What to expect: Your manager will share written expectations in your first week and meet with you at about [30, 60 and 90] days to review progress.
Benefits: [Describe any waiting periods, or state that benefits begin on (date).]
Completion: At the end of the period, your manager will review your progress with you and confirm the outcome in writing.
Employment relationship: Completing the introductory period does not change the nature of your employment or guarantee employment for any specific length of time. [Have an employment attorney review this section for your state.]
Common Mistakes
- No written expectations, so the new hire doesn't know what success looks like.
- Skipping check-ins until day 90.
- Waiting too long to raise problems.
- Inconsistent rules for similar roles.
- Treating probation as a reason to skip training.
- Promising "permanent" employment after probation.
- Not documenting check-ins and the final decision.
Probationary Period Review Form
Introductory Period Review
Employee: [name] | Role: [role] | Start date: [date]
Review: [30 / 60 / 90 days] | Reviewer: [name]
Expectations progress
• [Expectation 1]: Meeting / Developing / Not yet
• [Expectation 2]: Meeting / Developing / Not yet
• [Expectation 3]: Meeting / Developing / Not yet
Strengths: [ ]
Areas to work on: [ ]
Support we'll provide: [ ]
Employee comments: [ ]
Outcome (90-day only): Completed / Extended to [date] / Not continuing
Employee signature: _____ Manager signature: _____ Date: _____
Using the same form at each check-in makes progress easy to see and keeps reviews consistent across new hires.
Probationary Periods for Different Roles
| Role | Suggested length | Focus |
|---|---|---|
| Front-line or hourly | 60 to 90 days | Reliability, safety, learning core tasks |
| Skilled trades | 90 days | Quality, safety and independence on jobs |
| Office and admin | 90 days | Accuracy, systems, communication |
| Sales | 90 days to 6 months | Activity first, then results, since sales cycles take time |
| Managers | 90 days to 6 months | Team relationships, decisions and results |
Set expectations that fit the timeline. A new salesperson may not close many deals in 60 days, but they should be building a pipeline. See the new manager checklist for managers in their first months.
Probation for Promotions and Transfers
Some businesses also use a short introductory period when an existing employee moves into a new role. This can be helpful, especially for a first management role, but be clear about what happens if the new role doesn't work out. Can the person return to their old role? Is there a different role available? Spell this out in writing before the change, so the employee isn't taking an unexpected risk by accepting a promotion.
Talking to a New Hire Who's Struggling
If a new hire is falling behind at the 30-day mark, talk about it right away. Many early problems come from unclear expectations, poor training or a mismatch in how the job was described.
"I want to check in on how things are going. You're doing well with customers, but jobs have been taking about twice the estimated time. Let's figure out why. Is it the tools, the training or something else? I'll pair you with Devon for the next two weeks, and we'll check in again on the 15th."
Document the conversation and the support you offered. If things don't improve, you'll have a fair, clear record of what was tried. See the employee coaching plan.
Probation and Benefits
Some employers use the introductory period as a waiting period for benefits or PTO. If you do, explain the timing clearly in writing. Be aware that some benefits, such as group health coverage, may have rules about how long a waiting period can be, and some state and local paid sick leave laws set their own timelines for when employees can begin using leave. Check these rules with your benefits provider or an employment attorney before setting a waiting period.
Probationary Period Checklist
| Step | Done? |
|---|---|
| Length set and written in policy | |
| Written expectations shared in week one | |
| 30, 60 and 90-day check-ins scheduled | |
| Notes saved after each check-in | |
| Training and orientation time paid | |
| Final review held and outcome put in writing |
Making the First 90 Days a Good Experience
An introductory period isn't only about evaluating the new hire. It's also when they decide whether they want to stay. Give them a buddy, introduce them to the team, explain how their work fits the business and ask regularly what would help. New hires who feel supported in their first months are far more likely to become strong, long-term employees.
Questions New Hires Often Ask
"Will I lose my job if I make a mistake?" Explain that the introductory period is for learning, and mistakes are expected. What matters is learning from them and asking for help.
"When do my benefits start?" Answer in writing, with specific dates.
Support New Hires With Updoot
Updoot's meeting agendas make it easy to schedule 30, 60 and 90-day check-ins and record action items for both the new hire and the manager. With project management, onboarding tasks and training goals have owners and due dates, so you can see progress at a glance, and the employee time clock records training and orientation time from day one.
Sources
- EEOC: Overview
- U.S. DOL: Fact Sheet #22, Hours Worked Under the FLSA
- Montana Code Annotated 39-2-910: Probationary Period