The Failed Probationary Period Letter is a crucial document in Pakistani employment practice, used when an employee has not met the required performance standards during their initial employment period. Under Pakistani law, particularly the Industrial and Commercial Employment (Standing Orders) Ordinance, 1968, probationary periods typically range from 3 to 6 months, depending on the position. This document is essential for maintaining clear communication and legal compliance when terminating employment during or at the conclusion of probation. It must include specific details about the performance assessment, termination decision, notice period, and final settlement terms. The letter serves both as a formal communication tool and a legal document that may be required in case of future disputes or labor law compliance audits.
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1. Letter Header: Company letterhead, date, reference number, and address block for both sender and recipient
2. Subject Line: Clear indication that this is regarding completion of probationary period
3. Opening Statement: Reference to the employee's position, start date, and probationary period duration
4. Performance Assessment Summary: Brief overview of the areas where performance did not meet required standards
5. Termination Decision: Clear statement of the decision to terminate employment following the unsuccessful probation period
6. Notice Period/Last Working Day: Specification of the notice period or immediate termination as per contract, and the last working day
7. Final Settlement: Information about final salary, benefits, and settlement details
8. Handover Requirements: Instructions for handover of work responsibilities and company property
9. Closing: Professional closing with signature block and company representative details
1. Performance Improvement Attempts: Include if formal feedback or improvement opportunities were provided during probation
2. Grievance Procedure: Include if company policy or local law requires mentioning appeal or grievance procedures
3. Reference Provision: Include if the company is willing to provide basic employment verification or references
4. Non-Disclosure Reminder: Include if employee had access to sensitive information or signed an NDA
5. Benefits Continuation: Include if there are any benefits that continue post-termination or require action from employee
1. Performance Evaluation Form: Copy of the final performance evaluation documenting the areas of concern
2. Handover Checklist: List of company property to be returned and tasks to be completed before last working day
3. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and any deductions
4. Previous Performance Feedback Records: Copies of any formal feedback or warnings given during the probationary period
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