Probation Period Agreement

A probation appointment letter formalises the hiring of a worker for the trial period specified in Section 4 of the Bangladesh Labour Act, 2006 — six months for clerical roles and three months for all other categories. During probation the notice period is short (Section 27 permits 30 days notice or wages in lieu, and dismissal for unsatisfactory performance requires no domestic enquiry). Confirmation happens either by written notice from the employer or automatically once the worker continues in service after the probation window ends. The letter fixes designation, salary, work location, probation duration, evaluation criteria, and consequences of unsatisfactory performance.

Stamp & registrationA probation appointment letter is issued on plain company letterhead — no stamp duty or registration required. It becomes fully enforceable as the appointment contract on signature. Only if the probation contract embeds a training-bond clause with financial recovery on early exit is a Tk. 300 non-judicial stamp advisable for the bond portion, to give it evidentiary weight.

What this agreement typically contains

Employer name, address, HR authorised signatory
Candidate name, NID, contact, permanent address
Designation, reporting manager, department, work location
Probation period — 3 months (general) or 6 months (clerical)
Gross salary and breakdown during probation
Evaluation criteria and confirmation process
Notice period during probation (typically 30 days per Section 27)
Statutory leave entitlement during probation
Employer signature and candidate acceptance signature

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Frequently asked questions

How long can a probation period legally last in Bangladesh?: Section 4 of the Bangladesh Labour Act, 2006 caps probation at three months for all workers except clerical staff, for whom it is six months. Extending probation beyond these limits does not defer the worker's statutory rights — once the maximum period expires and the worker continues in service, they are deemed permanent regardless of what the letter says. Employers who need more evaluation time typically extend once by a short additional period in writing, but the total should stay within reasonable bounds to avoid a labour-court finding of deemed confirmation.
What notice does the employer need to dismiss during probation?: Section 27 of the Bangladesh Labour Act permits 30 days notice (or wages in lieu) to end a probationary worker's employment for unsatisfactory performance — no domestic enquiry required. If the dismissal is for misconduct, the Section 24 procedure and enquiry still apply even during probation. The probation letter should state the 30-day notice term explicitly and describe the objective evaluation criteria against which performance will be judged, to defend any subsequent challenge.
Does a probationer get gratuity and festival bonus?: Festival bonus under Section 111 of the Labour Rules 2015 is payable to any worker who has completed one year of continuous service — a probationer typically has not, so no legal entitlement. Gratuity accrues from the first day of service but is only payable on separation after minimum service (usually completion of one year or more, per Section 2(10)); a probationer terminated before that has no gratuity claim. Standard statutory leave (weekly holiday, casual, sick) does apply during probation.

Other contracts in this category

What this agreement typically contains

Employer name, address, HR authorised signatory

Candidate name, NID, contact, permanent address

Designation, reporting manager, department, work location

Probation period — 3 months (general) or 6 months (clerical)

Gross salary and breakdown during probation

Evaluation criteria and confirmation process

Notice period during probation (typically 30 days per Section 27)

Statutory leave entitlement during probation

Employer signature and candidate acceptance signature

Frequently asked questions

How long can a probation period legally last in Bangladesh?

Section 4 of the Bangladesh Labour Act, 2006 caps probation at three months for all workers except clerical staff, for whom it is six months. Extending probation beyond these limits does not defer the worker's statutory rights — once the maximum period expires and the worker continues in service, they are deemed permanent regardless of what the letter says. Employers who need more evaluation time typically extend once by a short additional period in writing, but the total should stay within reasonable bounds to avoid a labour-court finding of deemed confirmation.

What notice does the employer need to dismiss during probation?

Section 27 of the Bangladesh Labour Act permits 30 days notice (or wages in lieu) to end a probationary worker's employment for unsatisfactory performance — no domestic enquiry required. If the dismissal is for misconduct, the Section 24 procedure and enquiry still apply even during probation. The probation letter should state the 30-day notice term explicitly and describe the objective evaluation criteria against which performance will be judged, to defend any subsequent challenge.

Does a probationer get gratuity and festival bonus?

Festival bonus under Section 111 of the Labour Rules 2015 is payable to any worker who has completed one year of continuous service — a probationer typically has not, so no legal entitlement. Gratuity accrues from the first day of service but is only payable on separation after minimum service (usually completion of one year or more, per Section 2(10)); a probationer terminated before that has no gratuity claim. Standard statutory leave (weekly holiday, casual, sick) does apply during probation.