Letter confirming unsuccessful completion of probation
- Quick and easy to complete
- Streamline your HR records
- Includes next steps to take
A letter confirming unsuccessful completion of probation informs a staff member in writing that they have not passed their probationary period and that you are therefore ending their employment with your business.
You should take steps to manage the performance of staff members on probation, including by holding review meetings and giving guidance and advice. This will help you to monitor how your staff member is performing and how they are settling into the role.
If, at the end of their probationary period, you decide that they have not passed and you will therefore be terminating their employment, you should inform them of this in person at your final review meeting. This letter should be used to follow-up in writing and to provide practical information about the end of their employment with you.
Q&A
When should I use this document?
You should use this letter if a staff member fails to pass their probationary period and to terminate their employment with you.
You should inform your staff member of your decision in person at their final review meeting and use this letter to provide written confirmation.
What does this document cover?
This letter includes a confirmation that your staff member has failed to pass their probation and that their employment with your business will therefore end.
It also sets out practicalities following on from the termination of their employment, including:
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the notice period;
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arrangements for any outstanding annual leave entitlement; and
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how any company property should be dealt with.
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Why do I need this document?
It is normally good practice to give staff who will be leaving your employment a proper dismissal letter, confirming your decision in writing and explaining your reasons.
This will help you to ensure that you have clear internal records, and avoid any miscommunication with the individual who is being let go.
Where can I find out more?
For further guidance about managing the performance of staff members on probation, see Managing staff performance.
If, rather than ending their employment immediately, you would like to extend the probationary period to give your staff member the opportunity to improve, use Letter extending probationary period instead.
If your staff member has successfully passed their probationary period, use Letter confirming successful completion of probation.
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