You got the offer, resigned from your old place or finished NYSC, and resumed on Monday. Then the letter says "subject to satisfactory completion of a six-month probationary period." What does that actually mean for your job, and what should you do in those six months so that confirmation is a formality instead of a surprise?
This guide explains how probation usually works in Nigerian workplaces, what to clarify in writing, how to build a record that supports your confirmation, and what to do if the date passes and nobody says a word. It is general information, not legal advice. Your contract and your company's staff handbook are what govern your case.
What probation is, and what it is not
Probation is a trial period at the start of employment. The employer checks whether you can do the job and fit the team. You check whether the job is what was described. It is a two-way test, even though it rarely feels like one.
It is not a separate, lesser kind of job. You are still an employee, you still do real work, and you should still be paid for it. What often differs is the package: some employers delay certain benefits such as health insurance enrolment, loans, leave days or bonus eligibility until confirmation. Others give everything from day one.
The rules usually live in your offer letter or contract, not in a single law that fixes one standard period for everybody. That is why two friends in different companies can have a three-month and a twelve-month probation for similar roles. Read your own paperwork closely.
What to find in your offer letter on day one
Before you start worrying, read the document. Look for these items and mark any that are missing:
- Length of probation. Three, six and twelve months are all commonly seen. Note the exact start and end dates.
- Who decides confirmation. Your line manager, HR, or a committee? You need to know whose opinion counts.
- Notice terms during probation. Some employers allow shorter notice (from either side) while you are on probation. Find out what yours says.
- Benefits that wait. Medical cover, leave, training budget, bonus, staff loans.
- Extension clause. Does the employer reserve the right to extend probation? For how long, and under what conditions?
- Pay. Is the salary the same before and after confirmation, or does it rise on confirmation?
If something is unclear, ask HR politely and in writing. Our post on questions to ask before accepting a job offer in Nigeria covers what to raise before you sign, which is the best time to ask.
Typical probation lengths and what changes
| Situation | What you commonly see | What to watch |
|---|---|---|
| Graduate trainee or entry-level role | Often longer, with structured reviews | Ask what the review milestones are |
| Banks and large corporates | Formal appraisal forms and HR sign-off | Keep copies of every appraisal |
| Small business or startup | Informal; confirmation may depend on one person | Get expectations and dates written down |
| Senior or specialist hire | Sometimes shorter, sometimes none | Check the notice terms carefully |
| Contract or fixed-term role | May have a probation inside the contract | Confirm what happens when the contract ends |
This table describes patterns, not rules. Always go by your document.
Turn vague expectations into a 90-day plan
The biggest cause of failed probation is not incompetence. It is two people holding different pictures of "doing well." Fix that in your first two weeks.
Ask for the measures of success
Book 20 minutes with your manager and ask three questions: What would a good first three months look like? Which two or three tasks matter most? How will you tell me if I am off track? Write the answers down and send a short follow-up email: "Thanks for today. My understanding is that my priorities are A, B and C, and that we will review progress at the end of month one."
That email costs you five minutes and creates a record both of you can point to later.
Hypothetical example
Say Ada joins a logistics company in Lagos as an operations officer on a six-month probation. Her manager says her priorities are cutting dispatch errors, updating the daily delivery sheet before 10 a.m., and learning the customer complaint process. Ada emails this back and agrees to a check-in at the end of each month.
In month one she logs errors in a simple sheet: 14 mis-dispatches in her first two weeks, 9 in the next two. By month three it is 3 a fortnight. When confirmation comes up, she does not need to argue that she improved. She shows the sheet. The numbers here are invented for illustration, but the habit works for any role: pick one or two measurable things and track them weekly.
Habits that get people confirmed
- Be reliable before you are brilliant. Arriving on time (or logging on on time for remote roles), meeting deadlines and replying to messages matter more in the first months than clever ideas. Where power cuts or transport disrupt you, tell your manager early rather than explaining afterwards.
- Ask questions early, not repeatedly. Write down answers so you do not ask the same thing twice.
- Report problems with a proposed fix. "The sheet is missing Abuja deliveries; I suggest adding a column, shall I?" lands better than a complaint.
- Keep a wins file. A running document with dates, tasks completed, praise received (screenshot messages) and numbers.
- Learn the unwritten rules. Who approves what, how people prefer to be updated, what time meetings actually start.
- Build relationships beyond your boss. Colleagues in HR, finance and adjacent teams often give input on whether a new person is working out.
Use check-ins and reviews properly
Some employers run formal appraisals at the midpoint and end of probation. Others do nothing until the last week. Do not wait for them. Ask for a short feedback chat at around the one-month and the halfway marks.
When you get criticism, do not defend straight away. Restate what you heard, ask for one example, and ask what "fixed" would look like. Then follow up in two weeks with what you changed. A person who takes feedback and visibly acts on it is usually easy to confirm. If your review has a form, ask for a copy or at least read what is written before signing, and add your own comments if you disagree.
What if probation ends and nothing happens?
This is common, especially in small firms. The date passes, you keep working, and no letter arrives. Do not assume either way. Take these steps:
- Check your contract for what it says about an extension or automatic confirmation.
- Email your manager and HR about a week before the end date: "My probation period ends on [date]. Could we schedule a review so I can understand where I stand?"
- If the date passes, follow up politely after a few days and ask for the confirmation status in writing.
- Keep your wins file and appraisals ready for that conversation.
If the employer extends probation, ask for the reason, the new end date and the specific things you need to improve. An extension with clear targets is a fair outcome. An extension with no explanation, repeated again and again, is a warning sign about the employer.
If it is not going well
Sometimes the problem is the job, not you: the role differs from what was advertised, pay is late, or the manager gives no direction. Raise concerns early and in writing, calmly and factually. If you decide to leave, check the notice terms in your letter and read our guide on resigning in Nigeria without burning bridges.
If you are dismissed or your employment is ended during or at the end of probation, ask for the reason and your outstanding pay in writing. For disputes about wages or unfair treatment, speak to a lawyer, your union if you have one, or the labour office of the Federal or State Ministry of Labour. Do not pay anyone for a job or for "confirmation"; legitimate employers never ask for this.
If you have to leave a job early, you will face the question later. Our post on explaining an employment gap in a Nigerian interview helps you present it honestly, and preparing your referees still applies.
Common mistakes during probation
- Assuming silence means you are doing fine.
- Taking sick days or leave casually without checking whether leave is allowed on probation.
- Gossiping with colleagues about management. New people are watched.
- Agreeing to extra duties verbally and never recording them.
- Resigning in frustration without reading your notice terms.
- Not keeping a copy of the signed contract and appraisals.
Frequently asked questions
Can an employer extend my probation?
Only if your contract or handbook allows it, or you agree. Ask for the reason, the new date and the targets in writing.
Do I get paid the same during probation?
Usually your salary is stated in the offer letter. Some employers add allowances or increase pay on confirmation. Check the letter, and ask HR if it is not clear.
Can I resign during probation?
Yes, but follow the notice terms in your contract. Give written notice and hand over properly so you can still use the employer as a reference.
Does NYSC service count as probation?
No. If an employer retains you after service, it will normally issue its own offer letter with its own probation terms. See our panel interview guide if you are still at the hiring stage.
Are these rules the same in Ghana, Kenya and South Africa?
No. Each country has its own labour law, and rules on probation and notice differ. Readers outside Nigeria should check their national labour ministry or a local lawyer.
Your next step
Open your offer letter today and highlight the probation clause. Then email your manager to agree your top three priorities and a first review date. That one email gives you something concrete to work toward.
Always apply through the employer's official website or verified channels. Genuine employers never ask applicants to pay for a job, training, or an interview.