Probation is widely misunderstood on both sides. Employers assume it is a period in which nothing applies and anything is permitted; employees assume they have no rights at all. Neither is right, and the most consequential detail - what happens when the period simply lapses - is the one both sides overlook.
How long probation can be
- The appointment letter is the starting point and usually states the period.
- Standing orders and provincial legislation may prescribe or limit the period for covered establishments.
- Extension is often permitted, but should be in writing and before the original period ends.
- Indefinite probation is not a sound arrangement and invites a finding of confirmation.
- Different roles may carry different periods under the same policy.
- The clock runs from joining, not from when the paperwork was completed.
Extend before the period expires, in writing, or not at all. An employer who lets probation lapse and then purports to extend it a month later is in a weak position - the argument that the employee was already confirmed by then is a strong one.
What a probationer is entitled to
| Entitlement | During probation |
|---|---|
| Agreed wages, paid on time | Yes |
| Minimum wage compliance | Yes |
| Statutory deductions and registrations | Yes - EOBI and social security are not deferred |
| Written appointment letter | Yes |
| Safe working conditions | Yes |
| Leave | As per contract and applicable law |
| Protection against unlawful discrimination or harassment | Yes |
| Full termination protections of a confirmed employee | Generally reduced |
The third row is where employers most often get it wrong. EOBI and social security registration are not deferred until confirmation - the obligation attaches to the employment. Employers who register only confirmed staff accumulate arrears quietly across every probationer they ever hired; see EOBI contributions and penalties.
Terminating during probation
Termination during probation is generally easier than after confirmation, but "easier" is not "unrestricted".
- Follow the contract - notice period, or pay in lieu, as it provides.
- Follow any applicable standing orders for the establishment.
- Give the reason where the contract or law requires it.
- Pay everything due - wages to date, any accrued leave, and dues.
- Do it in writing, dated.
- Keep the performance record that supports the decision.
- Do not use probation as cover for a discriminatory or retaliatory dismissal.
The last point matters. Probationary status reduces protections against ordinary performance-based termination; it does not license a dismissal that would be unlawful for another reason.
Confirmation - and silence
This is the single most important practical point in the article, for both sides.
| At the end of probation | Effect |
|---|---|
| Written confirmation issued | Clear - employee is confirmed |
| Written extension, before expiry | Probation continues on the stated terms |
| Termination before expiry, per contract | Employment ends |
| Nothing happens; employee keeps working | Commonly treated as confirmed |
| Purported extension after expiry | Weak position for the employer |
Employers: diarise every probation end date and act before it. Employees: if your probation period has passed and you are still working with no letter either way, you may already be confirmed - which materially changes your position if a termination follows. Keep your appointment letter and note the date.
If you are on probation
- Keep your appointment letter and note the probation end date.
- Check your payslip for statutory deductions from the first month.
- Check your EOBI registration has actually been made.
- Ask for written feedback during the period, not only at the end.
- Ask for confirmation in writing once the period passes.
- Keep copies of performance correspondence.
- Take advice promptly if terminated in circumstances that seem improper.
See checking your EOBI status. A probationer who discovers at month six that no registration was ever made has lost six months of contributions that should have been recorded.
If you are the employer
- State the probation period clearly in the appointment letter.
- Register the employee for EOBI and social security from joining, not confirmation.
- Document performance during the period rather than reconstructing it later.
- Give feedback in writing at least once mid-period.
- Decide before the end date - confirm, extend or terminate.
- Issue the confirmation letter promptly where confirming.
- Keep the record of what was communicated and when.
Contemporaneous performance documentation is what makes a probationary termination defensible. A file containing dated feedback, targets and a mid-period review answers a challenge; a decision explained after the fact, with nothing written during the period, does not.
Resigning during probation
The obligation runs both ways, and employees leaving during probation often assume they can simply stop attending. That creates problems that surface later, usually at reference or clearance stage.
- Check the notice period in your appointment letter - it may differ during probation.
- Resign in writing, dated, addressed to the right person.
- Serve the notice or agree pay in lieu explicitly.
- Return company property and obtain an acknowledgement.
- Ask for a clearance letter and a service certificate.
- Confirm final dues - salary to date and any accrued leave.
- Keep the correspondence.
The service certificate matters beyond the immediate job. It fixes your dates of employment, which is exactly what you need years later if there is an EOBI gap to reconstruct or a background check to satisfy.
Do not simply stop attending. An employee who abandons a post without notice can face a claim for the notice period and, more practically, will struggle to obtain the clearance and service certificate that the next employer asks for - see reconstructing employment history.
Common misconceptions
| Belief | Reality |
|---|---|
| "Probationers have no rights" | Wages, statutory registrations and lawful process all apply |
| "EOBI starts on confirmation" | No - the obligation attaches to the employment |
| "Probation can be extended indefinitely" | Invites a finding that the employee is confirmed |
| "No notice is needed during probation" | Follow the contract and applicable standing orders |
| "Nothing needs to be in writing" | Writing protects the employer more than anyone |
| "Probation means unpaid or reduced wages" | Agreed wages and minimum wage rules apply |
See termination of employment for the position after confirmation, and employment contracts.
Frequently asked questions
How long can a probation period be in Pakistan?
It is set by the appointment letter and any applicable standing orders or provincial legislation for the establishment. Extension is often permitted but should be in writing and before the original period ends.
Do probationers have rights?
Yes. Agreed wages paid on time, minimum wage compliance, statutory registrations, a written appointment letter, safe conditions, leave per contract and law, and protection against unlawful discrimination all apply.
Does EOBI registration start on confirmation?
No. The obligation attaches to the employment, not to confirmation. Employers who register only confirmed staff accumulate arrears quietly across every probationer they hire.
What happens if my probation period passes and nobody says anything?
An employee who continues working after probation expires with no letter either way is commonly treated as confirmed, which materially changes their position if a termination follows.
Can an employer extend probation after it has expired?
It is a weak position. An employer who lets probation lapse and then purports to extend it faces a strong argument that the employee was already confirmed by then.
Can I be terminated during probation without notice?
Follow the contract and any applicable standing orders - they usually provide for notice or pay in lieu. Probationary status reduces protections against performance-based termination but does not license an otherwise unlawful dismissal.
What should an employer document during probation?
Dated feedback, targets and at least one mid-period review. Contemporaneous documentation is what makes a probationary termination defensible; an explanation constructed afterwards is not.
What should I do as a probationer?
Keep your appointment letter, note the end date, check payslips for statutory deductions from month one, verify your EOBI registration was actually made, and ask for confirmation in writing once the period passes.
Can I resign during probation?
Yes, but check the notice period in your appointment letter, which may differ during probation. Resign in writing, serve the notice or agree pay in lieu, return company property and obtain a clearance letter.
Why does a service certificate matter?
It fixes your dates of employment, which is what you need years later to reconstruct an EOBI gap or satisfy a background check. Abandoning a post without notice makes obtaining one difficult.
Sources & official references
- Punjab Labour Department - labour law administration in Punjab
- Sindh Labour Department - labour law administration in Sindh
- EOBI - old-age benefits and social security registration