What To Do If Fired On Probation
The same practical first steps apply, whether or not your job was confirmed.
What Should You Do If You Are Fired During Probation?
Start with the same first step as any dismissal: confirm the date and write down what was said.
A worker has 60 days from the dismissal date to lodge a written representation with the Director General of Industrial Relations, and that deadline applies to probationers too 1.
Probation does not create a separate, shorter deadline, so do not assume you have less time simply because your role was not confirmed.
Save your performance reviews, any written feedback, and messages about your progress before your access to company systems ends.
Why Probation Evidence Looks Slightly Different
For a probationer, the record of feedback and time given to improve carries extra weight.
A dismissal after weeks with no real feedback or chance to adjust looks very different from one after months of documented, specific concerns.
If reinstatement is not ordered, back wages can be awarded, capped at 12 months for a probationer rather than the longer period available to confirmed staff 2.
Knowing that figure in advance helps you weigh the situation honestly rather than assuming it works the same as for a longer serving colleague.
What To Do This Week
Confirm your exact dismissal date with a deadline calculator so the 60 day window is a fact, not a guess.
Write a short, dated account of the feedback you received and how much time you actually had.
Read about your broader rights as a probationer to understand how a claim would actually work in practice.
An employment lawyer can review your specific timeline and tell you whether it is worth taking further.
It is also worth thinking about how you found out you were being let go, since a rushed or informal delivery is itself a detail worth recording.
A short meeting with no chance to ask questions, followed by an immediate loss of access to work systems, is a pattern worth writing down while it is fresh.
Reach out to former colleagues who may have witnessed relevant events, though keep those conversations focused and factual rather than speculative.
Their account, even a brief one, can sometimes support the timeline you are building on your own.
A short probation does not mean a small case.
Treat your evidence gathering with the same care as any other dismissal.
Once you have your dates and documents together, an employment lawyer can quickly tell you whether your probation dismissal is worth pursuing further.
Common questions
Should I ask my employer for the reason in writing?
Yes, if you can do so calmly. A written reason, or a written response confirming they will not give one, both help your case, and either is more useful than a verbal explanation that nobody else can confirm later.
What evidence matters most for a probation dismissal?
Performance reviews, any written feedback, messages about your progress, and the length of time you actually had to improve are all useful. Save these before your access to work systems ends.
Does it matter how short my probation was?
It can. A very short period with little or no real chance to demonstrate performance is worth noting clearly in your own account of events, since it may support an argument about fairness.
Is there any point acting quickly if the amount at stake is smaller?
Yes. The deadline to file does not change based on how much compensation might eventually be involved, and acting on time preserves your options regardless of the final figures.
Sources
- A worker has 60 days from the dismissal date to lodge a written representation with the Director General of Industrial Relations. Mah Weng Kwai & Associates
- Back wages awarded for unfair dismissal are capped at 12 months for a probationer. DNH
Keep reading
Once you have your dates and documents together, an employment lawyer can quickly tell you whether your probation dismissal is worth pursuing further.