How it works
- ZeniaHR works out each end date from the record: the person's own end date, else joining date plus their own months, else the hiring form, else the company default for the employment type.
- Open Probation and Confirmation and choose the window, ending within 30, 60 or 90 days. Overdue people always appear at the top.
- Filter by department, or search by name, employee code or manager.
- Read the counters: Overdue, Ending in 7 days, Waiting for review and Review in.
- A daily check after 9 am reminds HR, the company head and the manager when a probation enters the reminder window, once for each end date.
- Act from the row: Confirm, Extend probation, Not confirmed, or Request review.
What you can set
- Window: ending within 30, 60 or 90 days, overdue always included.
- Department filter and search by name, code or manager.
- Counters for overdue, ending in 7 days, waiting for review and review in.
- Reminder days before probation ends: 15 in the recommended values, up to 90.
- Probation months by employment type in the work terms policy.
- Per-person probation length in months on the Work terms panel of the employee profile.
Why probation slips through the cracks
Probation has no natural reminder. The joining day is busy and visible; the end date six months later arrives quietly. When it passes unnoticed, the employee stays in limbo: still barred from some leave types, still on the shorter probation notice, still without a letter. Months later HR finds a list of people years past their end date. A queue sorted by end date, with automatic reminders and the review status on each row, turns probation into a routine weekly task instead of a surprise audit finding.
Worked example: a February joiner in Nagpur
Rahul Deshmukh joins a Nagpur logistics firm as a permanent employee on Tuesday 3 February 2026. The work terms policy gives permanent staff 6 months, so his probation ends on Monday 3 August. With the 30-day window he enters the queue in early July, and on 19 July, 15 days before the end, ZeniaHR reminds HR, the company head and his manager.
His manager rates him 4 of 5 in My Team on 22 July, and the row changes to Review in. HR confirms him on 3 August. Had nobody acted and the policy said keep the person in probation and escalate, Rahul would have moved to the top of the queue as overdue from 4 August, where the counter makes him hard to miss.
Keeping the queue short
Open the queue every Monday with the 30-day window and clear the overdue rows first. Request reviews as soon as someone enters the window instead of waiting for the reminder. Branch HR teams can filter by department to work their own rows. Wrong end dates usually trace back to a wrong joining date or employment type on the employee record, so fix the record rather than working around it.
See probation tracking in a demo
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Book a free demoSee pricingFrequently asked questions
How is the probation end date calculated?
From the most specific source available: the employee's own end date, then the joining date plus the person's own probation months, then the date on the hiring form, then the joining date plus the company default for the employment type. With a 6-month default, a joining date of 15 January gives an end date of 15 July.
Who gets probation reminders?
HR, the company head and the employee's reporting manager. ZeniaHR checks every day after 9 am and sends the reminder when a probation enters the reminder window, 15 days by default, once for each end date. People who are already overdue and never had a reminder get one too.
Do long-serving employees show up in the probation queue?
No. Only people with the status Probation, or a pending or extended confirmation on file, are tracked. Employees who were confirmed before you started using ZeniaHR, or who never had probation, have nothing to track, so they never appear as years overdue.