Probation calculator

A probation period lets an employer and a new employee confirm that the role is a good fit before employment is confirmed. HR teams and managers need the exact end date and review checkpoints so confirmations, extensions and notice periods are handled on time. This calculator works them out from the joining date.

How to use it

1. Enter the joining date.
2. Enter the probation length in months or days.
3. Choose calendar days or working days, if relevant.
4. Read the end date and suggested review milestones.

Worked example

An employee joins on 3 November 2026 with a 6-month probation. The probation ends on 2 May 2027, the day before the 6-month anniversary. Review milestones at 30, 60 and 90 days fall on 3 December 2026, 2 January 2027 and 1 February 2027. A final review should be scheduled at least two weeks before the end date, so the confirmation letter or extension can be issued in time.

How the end date is counted

• Month-based probation usually ends the day before the same date N months later, mirroring how employment anniversaries work. Check the contract wording; some policies end on the anniversary date itself.
• Day-based probation, such as 90 days, counts calendar days unless the policy says working days.
• Extensions are added from the original end date and must normally be communicated before it.

Good practice

• Set clear expectations and goals in the first week.
• Document reviews and feedback at each milestone.
• Notice periods during probation are often shorter; state them in the contract.
• Do not let probation end silently; confirm in writing.
• Local employment law can limit probation length and affects termination rights, so check the rules in your country.