3–6 mo
Standard probation duration in Indian IT (up to 12 mo at some companies)
7–30 days
Notice period during probation — far shorter than post-confirmation
30–90 days
Notice period after confirmation, depending on company and state law
"Deemed"
Courts have ruled silent continuation past probation as deemed confirmation
What Probation Actually Means
Probation is a defined trial period where both you and the employer can exit the relationship faster and with less formality than a confirmed role. It is not a lesser form of employment — you're still a regular employee with salary, leave, and most benefits — but your notice period is shorter, and some benefits (ESOPs, certain insurance tiers, bonus eligibility) may only activate after confirmation.
Typical Duration by Company Type
| Company Type | Typical Probation Length |
|---|---|
| IT services (TCS, Infosys, Wipro) | 3–6 months, sometimes longer for lateral hires with specific skill verification |
| Product companies / GCCs | 3–6 months, generally consistent across levels |
| Startups | Varies widely — anywhere from 3 to 6 months; smaller companies sometimes skip formal probation language entirely |
| Senior/leadership hires | Sometimes extended to 6–12 months given higher onboarding stakes |
Notice Period: Probation vs Confirmed
| Stage | Typical Notice Period |
|---|---|
| During probation | 7–30 days (varies by state Shops & Establishments Act — e.g., 7 days in Karnataka, 14 days in Maharashtra, or per offer letter terms) |
| After confirmation | 30–90 days, commonly 60–90 days at large IT services and product companies |
A Practical Upside of Probation
If you realize within the first few months that a role is genuinely wrong for you, the shorter probation notice period gives you a faster, lower-friction exit than waiting until after confirmation, when the notice period jumps significantly. This is one of probation's few candidate-favorable aspects — use the window deliberately if needed.
What Changes at Confirmation
- Notice period extends — typically to 60–90 days at most mid-to-large companies
- Full benefits activate — higher insurance coverage tiers, bonus eligibility, and ESOP vesting start clocks often begin at confirmation, not joining
- Performance review cycle begins — you typically enter the formal annual review and promotion track only post-confirmation
- Formal confirmation letter is issued — this should explicitly state your new notice period and any updated terms
If Your Confirmation Is Delayed or Never Communicated
"Deemed Confirmation" — Know Your Protection
If your probation period ends and your employer neither issues a confirmation letter nor a termination/extension notice, but you continue working as normal, courts in India have repeatedly treated this as "deemed confirmation" — meaning you're treated as a confirmed employee even without the paperwork. This protects you, but you should still proactively request a formal letter in writing for clarity on your actual notice period.
If your manager mentions an informal "extension" of your probation without a written notice, ask directly for the specific reason and a written extension with a new end date. Indefinite, undocumented probation extensions are not standard practice and are worth raising with HR if they happen.
What to Actually Do During Probation
- Get explicit, written clarity on what "successful confirmation" looks like from your manager in the first 2–3 weeks
- Don't assume informal positive feedback equals automatic confirmation — ask for it directly as the date approaches
- Keep your own documentation of deliverables and feedback in case there's ever ambiguity about your performance record
- If things aren't going well, address it directly and early rather than waiting passively for the probation deadline to arrive