Probation policy template
A free, ready-to-edit probation policy template for Australian workplaces. Set a clear probationary period with assessment criteria, structured review meetings, extension provisions and a fair process for confirming or ending employment — aligned with Fair Work principles, no signup required.
Probation policy
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By downloading, you agree to our template disclaimer
This probation policy template reflects Australian Fair Work and National Employment Standards principles at the time of publication and is provided as a general guide to adapt for your business, modern award or enterprise agreement. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why your workplace needs a probation policy
A probationary period is a trial timeframe — typically three to six months — that gives both the employer and a new employee time to assess whether the role is the right fit. Probation isn’t created by the Fair Work Act; it’s a term you set in the employment contract. During probation, employees still accrue and receive the same pay and National Employment Standards entitlements as permanent staff.
A clear policy makes that assessment fair and consistent. It sets expectations from day one, schedules structured feedback, and defines what successful completion looks like — so probation doesn’t quietly end without a decision. It pairs naturally with your onboarding process and your ongoing performance management policy.
A documented policy also protects your business. While unfair dismissal protections don’t apply until the minimum employment period is reached, you must still act reasonably and in good faith. Store the policy and capture acknowledgements in your HR software so you can show every new hire understood the terms of their probation.
What a probation policy should cover
The essentials of a fair probationary framework
Probation duration
How long the probationary period lasts and when it applies.
Assessment criteria
What new employees are assessed against during probation.
Feedback schedule
When and how feedback and check-ins are provided.
Confirmation process
How successful completion of probation is confirmed.
Extension provisions
When probation may be extended and for how long.
Unsuccessful outcomes
What happens if probation requirements are not met.
What's included in this template
A complete framework for managing probation periods fairly
Purpose & scope
Why probation periods exist and who and when the policy applies to.
Policy statement
Core principles of fair and consistent probationary assessment.
Probation duration
Standard length and variations for different roles.
Performance expectations
What is expected from employees during probation.
Review meetings
Schedule and format of probationary review meetings.
Feedback & support
How feedback is given and support offered to new starters.
Documentation
Records maintained throughout the probation period.
Confirmation of employment
Process for confirming ongoing permanent employment.
Probation extension
Circumstances where probation may be extended.
Termination during probation
A fair process if employment ends during probation.
Probation, entitlements and Fair Work
What Australian employers need to get right
Probation and unfair dismissal are separate
A probationary period is a contractual term; the minimum employment period for unfair dismissal is set by the Fair Work Act — 6 months for most employers, or 12 months for a small business (fewer than 15 employees). Setting a 3-month probation doesn’t change that qualifying period, so align your policy with both.
Full entitlements still apply
Employees on probation accrue and receive the same pay and NES entitlements as confirmed staff — including annual leave, personal/carer’s leave and superannuation. Probation only affects how the contract and termination are managed, not what an employee is owed.
The probation review process
Set expectations
Agree clear assessment criteria and goals at the start of the period.
Check in early
Hold scheduled reviews — typically at 1 month, 2 months and before the end.
Document
Record feedback, concerns and any support provided in writing.
Confirm or decide
Hold a formal review before probation ends and confirm the outcome in writing.
Don’t let probation lapse without a decision. Require a formal review before the period ends so both parties have clarity. If concerns arise, raise them early and give a genuine opportunity to improve — see our guide on managing probation periods.
If employment must end during probation, act fairly even though unfair dismissal protections may not yet apply. Even during probation, NES minimum notice generally applies (at least 1 week for under a year of service) unless the contract sets longer terms. Document the reasons, hold a meeting, and follow the Fair Work termination process — this helps guard against general protections claims.
Who should use this template?
Any Australian business that hires employees
Especially useful for growing teams and high-turnover sectors, where consistent probation reviews keep new-hire decisions fair and on time.
Compliance resources
Official guidance on probation, the NES and ending employment.
Manage probation the easy way
RosterElf helps Australian businesses onboard new hires, store policies, capture acknowledgements and keep an audit trail through every probation review — all in one place.
Related guides
Run probation and offboarding the right way
Related templates
Build out your performance & employment framework
Performance management policy
An ongoing framework for managing performance after probation ends.
View templateTraining & development policy
Support new starters' learning and development during probation and beyond.
View templateTermination of employment policy
A fair, compliant process for ending employment when it's necessary.
View templateProbation policy FAQ
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Yes. This template gives you a solid foundation, but you should tailor it to your workplace, management structure and any applicable modern award or enterprise agreement. Make sure the procedures support procedural fairness in line with Fair Work requirements before you roll it out.
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Distribute the policy during onboarding and have each new hire acknowledge they’ve read and understood it. Storing it in HR software with policy management lets you automate acknowledgement tracking and keep an audit trail alongside the rest of your onboarding process.
Before you download
General information only — not legal advice
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.