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About this tool
Draft a probation extension letter with recorded reasons, a calculated revised end date and a booked review meeting.
A probation extension letter is the written record that an employee's probationary period has been prolonged, why, and when the decision to confirm or not will now be taken. This generator produces that letter and does the date arithmetic behind it: it adds the extension to the original probation end date with proper month-end clamping, books a review meeting a set number of days before the new end date, and totals how long the person will have been on probation from the date of joining. It flags the two mistakes that cause disputes — issuing the letter after probation has already lapsed, and letting total probation run past twelve months without a contractual basis.
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Month-end dates clamp properly, so 31 January plus one month becomes 28 February, not an invalid date.
If the letter date falls after the original probation end, the tool warns that the extension may be challenged as confirmation by conduct.
The letter will not generate without at least one stated reason, which is what makes an extension defensible.
Yes, if the appointment letter or applicable standing orders allow it, and the extension is communicated in writing before the original probation period expires. Under the Model Standing Orders made under the Industrial Employment (Standing Orders) Act, 1946, a probationer is a workman who has not completed three months of service in a permanent post, which is the classic statutory reference point for probation length.
The employee will usually argue they were confirmed by conduct, because the employer allowed the period to lapse while continuing to take their work. Issue the extension on or before the last day of the original probation and keep proof of delivery; this tool warns you when the letter date falls after that day.
There is no single national cap — it depends on the contract, any certified standing orders and the state Shops and Establishments Act. Extensions of one to six months are common; total probation beyond twelve months is unusual and needs an express contractual clause and a documented business reason.
Often yes. Contracts usually give probationers a shorter notice period, but state Shops and Establishments Acts commonly require notice or wages in lieu once an employee crosses a service threshold — for example one month's notice after six months of service under section 39 of the Karnataka Act. This is general information; check the statute for your state and take legal advice on a specific case.