A probation period is the trial phase at the start of a job — shorter notice on both sides, and usually a formal review before you're confirmed. The count starts on your first day of employment (day one is your start date), and how it ends depends on the unit your contract uses:
- Months — the standard. "3 months' probation" starting March 10 ends June 9 or June 10 depending on the contract's wording; the widely used convention (and the one this calculator applies) is same day-of-month, i.e. June 10.
- Calendar days — "90 days" counts every day including weekends and holidays: exactly 90 days after your start date.
- Working days — much longer in practice: 90 working days is about 18 weeks. Used by some government and unionized employers.
If the final day lands on a weekend or public holiday, nothing dramatic happens — your probation simply ends, and confirmation is normally effective from the next working day. What matters is the review: a good manager schedules it a week or two before the end date, because in many jurisdictions probation that lapses without action means you're automatically confirmed.
Whether you're the new hire or the manager, three dates matter, and this calculator gives you all of them:
- Midpoint check-in — the informal "how's it going" conversation. Problems raised here are fixable; problems first raised at the final review are ambushes.
- Final review — should happen at least a week before probation expires, leaving time for paperwork (confirmation letter, or an extension notice that must land before the end date to be valid in most places).
- Probation end date — after this, notice periods typically lengthen, benefits waiting periods often end, and in several countries unfair-dismissal protection changes. Worth knowing to the exact day.
New hires juggling a move between jobs can pair this with the notice period calculator — your notice at the old job and probation at the new one usually overlap, and the gap between them is unpaid unless you plan it.
Frequently Asked Questions
How do I calculate my probation end date?
Add the probation length in your contract or offer letter to your start date. Month-based probation (the most common) ends on the same day-of-month: start March 10 with 3 months' probation and it ends June 10. Day-based probation adds calendar or working days depending on the wording. If the end date falls on a weekend or holiday, confirmation is normally effective the next working day.
Is a 90-day probation period calendar days or working days?
Usually calendar days — "90-day probation" in a US offer letter almost always means 90 calendar days, roughly 3 months. But some employers, especially government and unionized workplaces, count working days, which stretches 90 days to about 4.2 months. The difference is large, so check the exact wording; this calculator supports both.
What is a typical probation period length?
Three months is the global default, with six months common for senior, technical, or public-sector roles. US employers typically use 90 days; the UK commonly uses 3 or 6 months; India, Singapore, and the UAE frequently use 3–6 months. Many contracts allow a one-time extension, typically up to the original length again.
Does probation end automatically or do I need confirmation?
It depends on the contract. In many countries probation lapses automatically and you become a confirmed employee on the day after it ends, unless the employer acts before then. Some contracts (common in India and the Middle East) require a written confirmation letter, and staying silent extends probation. Diarize your end date and ask HR in writing if nothing arrives.
Can my employer extend my probation period?
Often yes, if the contract allows it and the extension is communicated before the original probation expires — an extension announced after the end date is usually invalid because you've already been confirmed by lapse. Statutory caps apply in many countries (for example 6 months total in several jurisdictions). An extension should always be in writing with a new end date.