The objective of extending a probationary period is to provide the employee more time to improve their performance.

If a probationer’s performance is not acceptable in some areas, but the manager feels that more training and support can improve the employee, they can consider an extension.

A manager should only give an extension where extraordinary situations are justifying such a decision.  The manager should provide the extension before the end of the original probationary period.

Once both parties agree to the probation, the manager must prepare the terms of extension in writing.

  • The period of extension and the date on which the extended period will end. An extension is usually on a month to month bases or for a maximum of three further months.
  • The reason for the probation extension. For example, the employee’s performance has not met the specific standards, but the manager believes that an extension will be useful in letting the employee accomplish these standards.
  • The performance objectives that the employee needs to achieve by the end of the extended period of probation.
  • Any training or support that the employer will provide during extension.
  • If the employee does not meet all the required standards, the employer may terminate their employment by the end of the extended period of probation. However, a poor performance/incapacity hearing has to be held, where after the chairperson is to recommend dismissal with notice and the employer is to endorse it.


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