Official form guide
Form Unsuccessful probation letter template: Unsuccessful probation letter template
The Unsuccessful Probation Letter Template is a document from the Fair Work Ombudsman. It is used by employers to formally tell an employee that their probation period was not successful. The letter confirms the end of employment following probation.
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Form Overview
Fair Work Ombudsman Form Unsuccessful probation letter template - Unsuccessful probation letter template
The Unsuccessful Probation Letter Template is a document from the Fair Work Ombudsman. It is used by employers to formally tell an employee that their probation period was not successful. The letter confirms the end of employment following probation.
Risk Radar
Scan points- 1Leaving out the employee’s last day of work is a common mistake.
- 2Missing the employee’s full name
- 3Incorrect probation end date
- 4Failing to mention final pay details
- 5Not keeping a signed copy
Plain English
When you decide not to continue a worker’s probation, you can use this template to write a clear notice. It should state the decision, the final work day and any next steps such as final pay. The format meets Fair Work expectations and keeps a record of the decision.
Submission Date
- Filing date: Use it at the end of the agreed probation period or when the decision is made, as set out in the employment contract.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- When an employee’s probation period ends and the employer decides not to confirm the appointment.
- When a written record of the probation outcome is required for HR or legal purposes.
- When the employee requests formal notice of the termination of employment after probation.
- When the employer needs to outline the notice period and any next steps in writing.
Form selector
Use this form or another form?
Successful probation
Different outcome – employee continues
✓ Verify that the employee is being retained
Resignation during probation
Employee is leaving voluntarily
✓ Ensure the employee has submitted a resignation
Resignation acknowledgement template
Termination for serious misconduct
Different legal grounds and notice requirements
✓ Confirm that misconduct criteria are met
Termination for serious misconduct letter
Deadline or filing window
The notice should be given before or on the probation end date, unless the contract specifies a different notice period.
Before you submit
- 1Employee full name and correct spelling.
- 2Accurate job title and start date.
- 3Exact probation end date and clear statement of the outcome.
- 4Notice period length that complies with the applicable award or agreement.
- 5Reason for the unsuccessful probation written in plain language.
- 6Employer signature and printed name.
- 7Date the letter is signed.
- 8Method of delivery recorded (e.g., email, post, hand‑delivered).
- 9A copy retained in the employee’s personnel file.
- 10Final pay and entitlements calculated according to Fair Work rules.
How to file this form
- 1Download the Unsuccessful Probation Letter Template from the Fair Work Ombudsman website.
- 2Enter the employee’s personal and employment details in the designated fields.
- 3State the probation end date and clearly indicate the decision not to confirm employment.
- 4Include the required notice period and any next‑step instructions (e.g., return of company property).
- 5Proofread for accuracy and completeness.
- 6Sign the letter and add the date.
- 7Send the letter to the employee and file a copy for internal records.
Known limitations
- 1The template is not a legal termination notice; separate statutory notice may still be required.
- 2It does not automatically account for variations across different modern awards or enterprise agreements.
- 3Not a substitute for professional legal advice if complex termination issues arise.
- 4May need adaptation for state‑specific workplace laws.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->The Unsuccessful Probation Letter Template is a guidance document from the Fair Work Ombudsman. No recent revisions are publicly noted.
What changed or needs a fresh check
- Check the template header for the latest revision date.
- Confirm that any referenced Fair Work Act provisions match the current legislation.
- Verify that the notice period shown aligns with the relevant modern award or enterprise agreement.
- Ensure placeholders for employee name, role, start date and probation end date are present.
- Review that the employer’s contact details section is up to date.
Quick Facts
Sources
- SRCForm name and issuing agency taken from user input.
- SRCPurpose inferred from the title "Unsuccessful Probation Letter Template".
- SRCNo official source document was provided; therefore details are not confirmed in official source.
- SRCNo specific form number or version date available; marked as not confirmed in official source.
- SRCAll suggested fields and steps are based on typical HR practice, not on a published official guide.
Common confusion points
Using the probation template for a regular termination unrelated to probation.
Omitting the correct notice period required by the employee’s award.
Failing to update placeholder dates before sending.
Sending the letter informally (e.g., via chat) without a proper record.
Leaving the employer signature line blank.
Not keeping a copy for the organisation’s records.
Confusing the template with a statutory termination notice.
Assuming the template covers all legal obligations without checking the relevant award.
Source transparency
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