Use a probation conversation to clarify the work you need to learn, the support available and how progress will be reviewed. Probation is not a period without employment rights, and it should not be confused with an unpaid trial.
The Fair Work Ombudsman probation guide explains that employment entitlements continue during probation. The terms of a contract and statutory eligibility rules are different questions; this article does not determine an individual dismissal entitlement.
Read the offer and ask about expectations
Check whether probation is stated, its proposed duration, who reviews progress and what the employer expects you to demonstrate. Avoid assuming every Australian job uses the same period or that a manager can simply disregard other conditions during it.
Ask which tasks you should perform independently and which require training or approval. A new employee cannot reliably meet an unstated standard. Keep notes of the agreed priorities and request clarification where the job description and day-to-day instructions differ.
Our job-opportunity checklist helps assess the offer before starting. Once employed, the practical question is how expectations and support will be managed.
Use a first-month review worksheet
| Area | Question for the review | Record to keep |
|---|---|---|
| Duties | Which tasks are the current priorities? | Agreed task list and authority limits |
| Training | What has been demonstrated and what remains? | Training completed and next session owner |
| Quality | How is completed work checked? | Examples, feedback and corrections |
| Support | Who helps if the usual supervisor is absent? | Named contact and escalation route |
| Workload | Are priorities and time available realistic? | Conflicts raised and decisions made |
| Progress | What should improve before the next review? | Specific action and review date |
The first-month timing is an editorial planning example, not a legal requirement. Adapt the review schedule to the role and agreed arrangements.
A fictional review conversation
A fictional administration employee is told that their records work needs improvement. Instead of guessing what “be more accurate” means, they ask for an example, the checking process and the standard expected.
The supervisor identifies missing reference numbers and demonstrates the final check. They agree the employee will use that check on the next set of records and review it together. The record states the task, support and follow-up rather than labelling the employee careless.
This example shows how to turn broad feedback into an action. It does not imply that every performance issue is resolved by a checklist or that completion guarantees continued employment.
Keep rights questions separate from performance planning
Do not assume probation removes pay, leave or notice obligations. Equally, do not assume passing a contractual probation period automatically establishes eligibility for every statutory claim. Coverage, service, employment type and other facts can matter.
If a proposed extension, termination or change raises a concern, obtain advice from the relevant workplace authority, union or qualified adviser. Keep the offer, contract, reviews and communications. An informal statement that probation means “no rights” should be checked rather than accepted as a complete explanation.
Finish a review with clear next steps
Confirm what was agreed, who will provide training, how progress will be assessed and when you will meet again. Ask for an explanation of any unclear decision and retain your own appropriate records.
For broader career development after short-term roles, see our temporary-work guide. Probation planning focuses on learning and reviewing the current job, not predicting a permanent career outcome.
