The First 90 Days

The period immediately following a new hire is one of the most consequential in the employment relationship. Research consistently shows that employees who receive structured support in their first 90 days are more likely to remain with the business, reach full productivity sooner, and develop a stronger sense of organisational commitment. Conversely, poor integration in this period is one of the leading drivers of early attrition, a costly outcome for any employer, and particularly damaging for SMEs operating with lean teams.

This section provides a structured framework for managing the first 90 days of employment across three phases: the first 30 days, which focus on orientation and foundation-setting; days 31 to 60, which shift emphasis to role consolidation and early contribution; and days 61 to 90, which are directed at performance review, probationary assessment, and the transition to confirmed employment. Each phase includes an employer checklist, guidance on the conversations that should take place, and the records that must be maintained. Use this section alongside the New Employee Onboarding Checklist in Section 6 and the Probationary Confirmation Letter in Section 2.

Practical Insight: The Probation Trap

The most common employer mistake in managing new hires is treating the probationary period as passive waiting time rather than an active management process. Employers who fail to conduct structured check-ins, document performance concerns, and communicate expectations clearly during probation forfeit the protection the period was designed to provide. The Industrial Court has found against employers who dismissed probationary employees without documented cause and process. A well-managed first 90 days is the foundation of a legally defensible employment relationship.

Phase 1 – Days 1 to 30: Foundation and Orientation

The first 30 days are about establishing the conditions for success. The employee is adjusting to a new environment, absorbing information, and forming their initial impression of the organisation. The employer’s role in this phase is to provide clarity, structure, and visible support. Every administrative and statutory obligation arising from the start of employment must be completed in this phase. Delays in payroll setup, NIS registration, or policy communication create immediate compliance risk and signal disorganisation to the new hire.

Phase 1 Employer Checklist: Days 1 to 30

✔ Letter of Appointment signed, returned, and filed on the employee record

✔ NIS registration initiated, NIS number confirmed or registration application submitted to the NIBTT

✔ BIR number collected and TD1 Employee Tax Declaration completed and filed

✔ Payroll record created with correct salary, pay frequency, NIS, PAYE, and Health Surcharge deductions configured

✔ First payslip issued with all statutory deductions correctly applied and itemised

✔ All applicable policies provided in writing and acknowledged by the employee

✔ Health and Safety Policy communicated and signed; workplace tour completed including emergency exits and first aid points

✔ Role responsibilities, performance expectations, and probationary period terms communicated clearly and documented

✔ End-of-week-one check-in conducted, employee’s questions and impressions addressed; brief file note completed

✔ 30-day check-in meeting held, written record of discussion completed and placed on employee file

Tip: Document Every Check-In

Check-in meetings need not be lengthy, but they must be recorded. A brief written note of what was discussed, any concerns raised, and any agreed actions provides the contemporaneous record that supports a defensible decision, whether that decision is confirmation of employment or a decision not to proceed. A note completed on the day of the meeting carries far greater weight than a retrospective account prepared after a dispute has arisen.

Phase 2 – Days 31 to 60: Role Consolidation and Early Contribution

By the second month, the employee should have a working understanding of their role, their team, and the organisation’s expectations. The focus shifts from orientation to performance. This is the phase in which the manager’s coaching and feedback become most critical. Any performance concerns that have emerged in the first 30 days must be raised clearly and documented at this stage, not deferred to the end of probation. An employee who is not made aware of a concern during the probationary period cannot reasonably be dismissed for it at the end.

Phase 2 Employer Checklist: Days 31 to 60

✔ 60-day check-in meeting held, written record completed and placed on employee file

✔ Performance feedback delivered against the role expectations communicated at the start of employment

✔ Any performance concerns identified in writing and communicated to the employee with a clear improvement expectation

✔ Any conduct concerns addressed through the appropriate informal or formal process; documentation completed

✔ NIS contributions confirmed as included and correctly calculated in second and subsequent payroll runs

✔ Any training or support identified as necessary to assist the employee in meeting role requirements, documented and initiated

✔ Manager has maintained a contemporaneous running note of significant performance or conduct observations

Phase 3 – Days 61 to 90: Probationary Review and Confirmation Decision

The final phase of the first 90 days is the formal probationary assessment. By this point, the employer should have a well-documented record of the employee’s performance, conduct, and attendance across the probationary period. The 90-day review is not the moment to raise concerns for the first time; it is the moment to assess the cumulative record and reach a reasoned, documented decision. Where performance has been satisfactory, a Probationary Confirmation Letter should be issued promptly. Where performance has fallen short, the employer must decide whether to extend the probationary period with clear targets, or to terminate employment, both paths require proper documentation and, in the case of termination, observance of the notice entitlement set out in the Letter of Appointment.

Phase 3 Employer Checklist: Days 61 to 90

✔ All probationary period check-in records reviewed and assembled before the formal review meeting

✔ Formal probationary review meeting held, employee given the opportunity to comment on their own performance

✔ Probationary Review Record completed and signed by manager; copy provided to employee

✔ If performance is satisfactory: Probationary Confirmation Letter issued in writing without undue delay

✔ If probation is to be extended: extension communicated in writing with specific targets, a defined review period, and support measures

✔ If employment is not to be confirmed: notice given in accordance with the Letter of Appointment; decision and process documented in full

✔ Employee file updated with all probationary period records, review outcomes, and correspondence

Template – 90-Day Probationary Review Record

Complete this record at the formal probationary review meeting held at or before the end of the 90-day probationary period. Both the manager and the employee should sign the completed form. A copy must be placed on the employee’s personnel file.

90-Day Probationary Review Record
Employee Name	[Full name]
Position	[Job title]
Department / Team	[Department or team name]
Start Date	[Date of commencement]
Review Date	[Date of this review meeting]
Reviewing Manager	[Full name and title]
Part A: Performance Assessment
Quality of Work	[Manager’s assessment of the standard of work produced]
Attendance and Punctuality	[Record of absences and lateness during the probationary period]
Conduct and Professionalism	[Observations on conduct, attitude, and professional behaviour]
Team Integration	[Assessment of the employee’s integration with colleagues and contribution to team effectiveness]
Role Knowledge and Skill Development	[Assessment of the employee’s progress in learning the requirements of the role]
Part B: Employee’s Comments
[The employee should be given the opportunity to comment on their experience, any concerns, and their views on the assessment above. Record comments here.]
Part C: Decision
Outcome	[Select: Employment confirmed / Probation extended / Employment not confirmed]
Reasons for Decision	[Brief written reasons supporting the decision reached. This is an essential record whether the outcome is confirmation, extension, or non-confirmation.]
Part D: Signatures
Manager’s Signature	Signature: _____________________ Date: ___________
Employee’s Signature	Signature: _____________________ Date: ___________
Note Regarding Signature	If the employee declines to sign, note this on the form and have a witness sign to confirm the review was conducted and the outcome communicated. A refusal to sign does not affect the validity of the decision.