Probation-confirmation letter that captures the review outcome, effective date, and the revised CTC if applicable. Manager and HR co-sign in the same flow.
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Confirmation marks the end of probation. The employee transitions from a one-month notice to the standard three-month notice (or whatever the contract specifies), gains full eligibility for benefits that were probation-deferred, and is included in the next performance cycle.
Skipping confirmation paperwork is common but risky: an unconfirmed employee can have an ambiguous status for months, and disputes around benefits or termination get messy.
On the day probation ends, or within five working days. Delaying the letter implicitly extends probation, which the employee will notice. If the probation outcome is mixed, document the extended probation explicitly rather than letting confirmation drift.
The HR co-sign is the discipline. Manager-only confirmation letters land more often than they should and create audit gaps.
If the confirmation comes with a salary revision, the letter should state the revised total CTC, the effective date (typically the same as confirmation), and a one-line note that the revised compensation supersedes the offer letter's compensation block.
If there is no revision, say so explicitly. Silence on compensation invites disputes.
Not by statute, but it is nearly universal practice and contractually expected. Skipping it creates ambiguity around the employee's status which causes problems later.
Issue a separate letter documenting the probation extension or the decision to discontinue. Do not stay silent; ambiguity favours neither party.
Yes, and it usually should if a revision was discussed during the probation review. State the revised CTC, the effective date, and that this supersedes the offer.
Yes. There is a separate "extended probation" template that documents the new probation period and the criteria for the next review.
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