The ending of a work relationship while an employee is still under initial assessment offers both employer and employee an opportunity to reassess suitability. For example, if an employee’s performance or conduct doesn’t meet expectations, or if the employee finds the role unsuitable, separation can occur with typically shorter notice periods and less complex procedures than would apply to established employees. This practice serves as a trial period, allowing both parties to determine whether the arrangement is a good fit.
This process plays a critical role in organizational efficiency and employee well-being. Historically, it evolved as a way to minimize risk for businesses by allowing them to assess new hires before offering permanent positions. It also benefits employees by enabling them to explore new roles and organizations without a long-term commitment if the position proves unsatisfactory. Clear policies surrounding this process provide transparency and contribute to a fairer and more efficient labor market.
