Can the template be signed electronically?

Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted, provided intent, consent, attribution, and record retention criteria are met.

Is notarization required for probation forms?

Generally no. Probation agreements are rarely subject to notarization requirements; only specific clauses or local employer policy would make notarization necessary.

What authentication level is recommended?

Email-based authentication is usually sufficient for probation agreements; use stronger methods (SMS code, ID verification) if the document includes sensitive data or higher legal risk.

How do I correct an executed template?

Create an addendum signed by both parties that specifies the correction; preserve the original executed document and the signed amendment for the record.

Who should store the executed copy?

HR should retain the executed agreement in the employee file and the employer’s central records system, with access controls and retention per company policy and legal requirements.

What happens if an employee disputes the review?

Document the dispute, preserve relevant records, follow internal grievance procedures, and consult legal counsel if necessary; well-documented objectives and review notes reduce dispute risk.

Electronic Signature
Templates
HR
Employment Probation Template

Employment Probation Template

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYMENT PROBATION AGREEMENT

Parties and Effective Date

This Employment Probation Agreement (the "Agreement") is entered into between:

Employer Name Employer Address Employee Name Employee Address

Effective Date:

Position and Term

Job Title Department Reporting Manager

Anticipated Regular Start Date:

Probation Period (duration) Compensation During Probation

Probation Terms and Evaluation

Purpose: The probationary period permits the Employer to evaluate the Employee's suitability for the position, including job performance, attendance, adaptability, and compliance with company policies. The Employee's performance will be measured against the performance standards provided by the Manager and Human Resources.

Performance Objectives (summary) Evaluation Schedule

Extension of Probation: The Employer reserves the right, in its sole discretion, to extend the probationary period for a specified additional period where performance or conduct issues warrant further evaluation. Any extension will be communicated in writing stating the reason and new duration.

Benefits, Rights and Conditions

Benefits During Probation: The Employee's eligibility for benefits during probation is governed by the Employer's benefit policies. Unless expressly provided otherwise in writing, benefits may be limited or subject to waiting periods.

Termination During Probation: The Employee acknowledges that the Employer may terminate employment during the probationary period with or without cause or prior notice, subject to applicable law. Termination will be confirmed in writing setting forth the effective date.

Notice Period Upon Termination (if any)

Confidentiality and Company Policies

Confidential Information: The Employee will comply with all confidentiality and proprietary information obligations. The Employee acknowledges that unauthorized disclosure may constitute grounds for immediate termination and may result in legal remedies.

Policy Acknowledgment

Background Checks and References

The Employee authorizes the Employer to verify employment history, education, and to obtain background checks where permitted by law. Refusal to consent may result in withdrawal of the offer or termination.

Consent to Background Check Authorization to Contact Previous Employers

Employment History

Previous Employer 1 — Company Name

Dates Employed:

Responsibilities Reason for Leaving Previous Employer 2 — Company Name

Dates Employed:

Responsibilities Reason for Leaving

Education

Highest Degree Institution

Graduation Date:

References (Professional)

Reference 1 — Name Reference 2 — Name Reference 3 — Name

Legal Disclosures

At-Will Employment: Unless a separate written agreement signed by an authorized representative of the Employer exists, the Employee's employment is at-will. Either party may terminate the employment relationship at any time, with or without cause or prior notice, subject to applicable law.

Equal Opportunity: The Employer is an equal opportunity employer. Employment decisions are made without regard to legally protected characteristics and in accordance with applicable law.

Employee Certifications and Authorizations

I certify that all information provided in this Agreement and in any accompanying application materials is true and complete to the best of my knowledge. I understand that falsification or material omission may result in withdrawal of the offer or termination.

Employee Certification (Initials) Authorization to Contact Employers/Educational Institutions (Initials)

Remedies, Return of Property, and Notices

Upon separation, the Employee must return all Employer property. The Employee acknowledges that breach of confidentiality or misuse of Employer property may give rise to injunctive relief and monetary damages.

Additional Provisions

Acknowledgment

By signing below, the Employee acknowledges receipt of this Agreement, understands its terms, and accepts the probationary conditions described herein. This Agreement constitutes the full probationary terms between the parties unless modified in writing and signed by both parties.

Employee Printed Name:

By:

Date:

Employer Representative Printed Name:

By:

Date:

What the Employment Probation Template Is and When It Applies

An Employment Probation Template is a standardized HR document that records a new or transferred employee’s trial period, expected duties, performance objectives, review schedule, and conditions for confirmation or termination. It formalizes the start date, length of probation, evaluation criteria, supervisor responsibilities, notice periods, and signatory blocks for employer and employee. The template can be adapted for promotions, role changes, or return-to-work arrangements and, when executed electronically in compliance with ESIGN (15 U.S.C. ch. 96) and UETA, serves as an enforceable written record of agreed terms.

Why a Clear Probation Template Reduces Risk and Sets Expectations

A well-drafted template clarifies performance goals, review timing, and consequences of unsatisfactory performance, reducing disputes and inconsistent treatment. It protects both parties by documenting terms that govern evaluation, pay changes, and termination during the probationary window, and supports compliance with recordkeeping and employment-law obligations.

Who Prepares and Who Signs an Employment Probation Template

Human resources professionals and hiring managers typically prepare the form, while the employee and an authorized company signatory complete it to confirm mutual understanding.

HR managers and recruiters responsible for onboarding and policy compliance.
Hiring managers and direct supervisors who set objectives and conduct reviews.
Employees accepting terms and acknowledging evaluation procedures and dates.

Use consistent signatory roles and keep an executed copy in the employee file; include reviewer names and dates to support future decisions.

Essential Sections to Include in a Professional Template

A complete probation template groups administrative details, duties, measurable objectives, review checkpoints, termination or conversion terms, and a signed acknowledgement at the end to confirm receipt and consent.

Employee Details

Full legal name, job title, department, and employee ID for accurate personnel records and identity matching.

Probation Length

Exact duration (for example, 90 days) with start and end dates and any conditional extension provisions.

Duties and Scope

Key responsibilities and role boundaries so performance evaluations reference specific, documented expectations.

Performance Criteria

Measurable goals, rating scales, and examples of satisfactory versus unsatisfactory performance for objective reviews.

Conversion / Termination

Conditions for confirmation to permanent status, notice requirements, and any severance or final-pay rules.

Acknowledgements

Signature blocks for employee and authorized employer representative and space for reviewer comments and dates.

Core Fields You Must Capture

Employee Name: Full legal name

Employer: Official company name

Start Date: MM/DD/YYYY

Probation Period: Length in days or months

Objectives: Measurable targets

Signatures: Employee and employer

Step-by-Step: Completing the Probation Template

Follow these steps to prepare, execute, and file a probation agreement consistently across hires and transfers.

01

Enter parties: Fill employer and employee legal names and contact details.
02

Set dates: Enter start date and calculate the end date clearly.
03

Specify goals: List measurable objectives and review metrics.
04

Sign and store: Obtain signatures and place the executed copy in the HR file.

Configuring an Online Probation Workflow

When issuing the template electronically, configure fields, authentication, retention, and notifications to mirror your internal HR process.

Field	Configuration
Effective Date	Use MM/DD/YYYY and set as required field
Signatures	Allow electronic signatures; require date fields
Authentication	Email link with optional SMS code for higher assurance
Retention	Auto-save to HR repository per retention policy

How Electronic Execution Typically Works

A streamlined e-sign workflow reduces turnaround time while preserving an audit trail and identity evidence for the signing event.

Upload Document: Upload the completed template to the e-sign platform.
Place Fields: Add signature, date, and initial fields where required.
Send to Signer: Deliver by email or secure link to the employee.
Audit & Store: Capture timestamps, IP, and certificate; save executed copy.

Technical Considerations for eSubmission and Storage

Choose a platform that supports required file formats, audit trails, secure storage, and the authentication level your HR policy requires.

File Formats: PDF and DOCX support for editable and final versions
Integrations: Connectors for HRIS, Google Workspace, or Microsoft 365
Authentication: Email link, SMS code, or stronger methods as needed

Ensure the chosen platform produces a tamper-evident signed PDF and preserves the complete audit trail; verify BAA availability if handling protected health information.

Key Dates and Timing Expectations

Track these dates to ensure timely reviews, internal notifications, and retention obligations tied to the probation period.

Probation Start Date:

The date when performance obligations begin and measurement starts.

Midpoint Review:

Schedule a formal checkpoint halfway through the probation period.

Final Evaluation:

Conduct and document the final assessment on or before end date.

Notice Periods:

Respect any contractual or statutory notice obligations for termination.

Record Retention Deadline:

Keep the executed file per retention policy and legal requirements.

Common Mistakes to Avoid When Preparing the Template

Leaving objectives vague or subjective, which makes performance reviews inconsistent and increases legal risk during disputes.
Failing to date and sign the document correctly, creating ambiguity about when the probation period began or whether terms were accepted.
Using inconsistent job titles or pay terms that don’t match payroll records, causing classification and wage errors.
Neglecting to retain an executed copy in the employee file, which undermines proof of terms for future HR actions.

Risks and Consequences of Inaccurate or Missing Information

Contract Disputes: Ambiguous terms

Payroll Errors: Misstated pay or classification

Regulatory Exposure: I-9 or wage-law issues

HIPAA Risk: If PHI included without BAA

Recordkeeping Penalty: Failure to retain records

Reputational Harm: Inconsistent treatment claims

eSignature Vendor Comparison for Probation Agreements

Compare baseline pricing and key capabilities relevant to executing repeated employment probation templates and associated HR workflows.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies	Varies	Varies	Varies
Bulk Send	Yes (Business Premium)	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes (BAA available)	Yes	Yes	No	No

Frequently Asked Questions About Using the Probation Template

Answers to common implementation and compliance questions when issuing or signing a probation agreement electronically or on paper.

Need help? Contact support

Can the template be signed electronically?
Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted, provided intent, consent, attribution, and record retention criteria are met.
Is notarization required for probation forms?
Generally no. Probation agreements are rarely subject to notarization requirements; only specific clauses or local employer policy would make notarization necessary.
What authentication level is recommended?
Email-based authentication is usually sufficient for probation agreements; use stronger methods (SMS code, ID verification) if the document includes sensitive data or higher legal risk.
How do I correct an executed template?
Create an addendum signed by both parties that specifies the correction; preserve the original executed document and the signed amendment for the record.
Who should store the executed copy?
HR should retain the executed agreement in the employee file and the employer’s central records system, with access controls and retention per company policy and legal requirements.
What happens if an employee disputes the review?
Document the dispute, preserve relevant records, follow internal grievance procedures, and consult legal counsel if necessary; well-documented objectives and review notes reduce dispute risk.

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