Probation period overview
The probation period (typically 3–6 months in Pakistan) is the initial assessment phase of employment. During this time, both the employer and employee can terminate the arrangement with minimal notice. Most companies restrict leave during probation to encourage attendance and allow proper performance assessment.
In Octal HR, an employee's probation is recorded on their profile in the Employment section, using a Probation Period (months) field and a Confirmation Date field. These fields document where the employee stands; any leave restrictions during probation are applied by HR according to company policy rather than enforced automatically.
Pakistan law on probation and leave
The Standing Orders Ordinance 1968 does not grant statutory annual or casual leave to employees until they complete 12 months of continuous service (for annual leave) or start of service (for casual leave — some provinces). During probation:
- Annual leave: Not earned until completing 12 months, so technically not applicable during probation
- Casual leave: Depends on provincial law — some grant it from day one, others from confirmation
- Sick leave: Pakistan labour law does not explicitly restrict sick leave during probation, though company policies often limit it
- Public holidays: Probationary employees are entitled to all gazetted public holidays (they are not "leave" — they are paid rest days)
- Maternity leave: The Maternity Benefit Ordinance requires 4 months of service before the benefit applies
Key distinction: Gazetted public holidays and weekly offs are statutory entitlements and cannot be withheld during probation. Leave balances (annual, casual, sick) can be restricted through company policy.
Common company policies for Pakistan
Strict probation policy (manufacturing / formal sector)
No annual leave, no casual leave, no sick leave balance during probation (3–6 months). Any absence is treated as Leave Without Pay. Only public holidays and weekly offs are paid. Employee starts accumulating leave only after confirmation.
Moderate probation policy (IT / services sector)
Casual leave: 1 day per month (max 3–6 days total during 6-month probation). No annual leave. Sick leave: up to 3 days with medical certificate. Annual leave balance starts accruing from day 1 but can only be taken after confirmation.
Flexible probation policy (startups / international companies)
Same leave policy as permanent employees from day 1, with the only restriction being that accrued annual leave cannot be encashed if the employee is terminated during probation.
Leave types: available during probation
| Leave Type | Available during probation? | Notes |
|---|---|---|
| Annual Leave | Limited | Typically blocked; can be set to accrue but not usable until confirmation |
| Casual Leave | Limited | Some companies allow 1–2 days/month; depends on company policy |
| Sick Leave | Limited | Commonly 3 days with certificate, rest as LWP |
| Public Holiday | Yes | Mandatory — cannot be withheld |
| Weekly Off | Yes | Mandatory — cannot be withheld |
| Maternity Leave | Conditional | Requires 4 months of service under the Maternity Benefit Ordinance |
| Leave Without Pay | Yes | Always available — just results in salary deduction |
| Comp-Off | Limited | Depends on whether probationer works weekends; available if company policy allows |
Probation fields in Octal HR
Octal HR records probation on the employee's profile rather than through a dedicated probation-policy engine. The relevant fields live in the Employment section of the employee record:
There is no separate "probation leave policy" that switches automatically, and no per-type minimum-service rule. If your policy is to restrict certain leave during probation, HR applies that judgement when reviewing and approving requests, using the probation and confirmation dates as reference.
Pro tip: Even during probation, keep attendance and leave records up to date. When confirmation time comes, HR can review the employee's attendance and leave usage to inform the confirmation decision.
Confirmation to permanent employee
When the probation period ends and the employee is confirmed: