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Probation Extension Notice (試用期間延長通知書)

Extends an employee's probation period when performance is not yet conclusive at the original end date. Cites the contractual basis, sets the new probation end date, and reaffirms the path to permanent confirmation.

Emmanuel Gendre, Founder of SaiyouTeam
By Emmanuel Gendre
Founder, SaiyouTeam · 12 years recruiting in Japan

Last reviewed: · Aligned with the Probation workflow in Japanese HR practice

Probation extension notice generator

2026年5月15日

田中 太郎　様

〒150-0001 東京都渋谷区神宮前2-3-4

〒100-0005 東京都千代田区丸の内1-1-1

株式会社サンプル

代表取締役　山田 花子

試用期間延長通知書

拝啓　時下ますますご清栄のこととお慶び申し上げます。

このたび、貴殿の試用期間につきまして、下記のとおり延長する旨を通知いたします。延長期間中も引き続き、本採用に向けた評価を行うものといたします。

敬具

記

  1. 当初の試用期間 2026年2月1日 から 2026年5月31日 まで
  2. 延長後の試用期間終了日 2026年8月31日
  3. 延長の理由 業績評価において一部の業務遂行能力（特に自律的な要件整理および技術選定）に関する判断材料が不足しているため、追加の評価期間を設けるものです。
  4. 延長の根拠 本延長は、就業規則第14条第2項に基づき行うものです。
  5. 延長期間中の労働条件 当初の労働条件（賃金、勤務時間、勤務地、業務内容、配属ITソリューション部、役職ソフトウェアエンジニア等）は変更なく継続するものとします。
  6. 本採用への基準 延長後の試用期間終了日までに、貴殿は以下の事項を達成する必要があります。 1. 担当プロジェクトのマイルストーンを期限内に完了すること。
  7. お問い合わせ先 本件に関するお問い合わせは、人事部 鈴木（電話 03-1234-5678）までお願いいたします。

以上

〒100-0005 東京都千代田区丸の内1-1-1

株式会社サンプル

代表取締役　山田 花子　　印

________________________

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Official sources

This template is built on the following primary Japanese government sources. Open each link to verify the underlying rule against the issuing authority.

Reference

What the Probation Extension Notice (試用期間延長通知書) is

A probation extension notice (試用期間延長通知書) is the formal document an employer issues to an employee when the original probation period ends without a clear pass-or-fail verdict, and the employer wants to extend the evaluation window. The notice records the original probation end date, the new end date, the grounds for extension, and reaffirms that the employment relationship continues under probation rules until the new end date.

When to use

When to issue this notice

  • Performance is borderline at the original probation end date and more time is needed to make a fair call
  • The employee has been on extended leave during probation, reducing the actual evaluation window
  • A specific skill assessment, training program, or project milestone has not yet completed
  • The employer wants to give the employee one more clearly-defined chance before non-confirmation

Mandatory items

What to include in the notice

  • Original probation start and end dates
  • New probation end date (extension period must be reasonable, typically 1 to 3 months)
  • Specific reason for extension, performance, attendance, skill assessment, project completion
  • Reference to the work rules or original contract clause that anticipates extension
  • Reaffirmation that all other working conditions remain unchanged during the extension
  • Path to confirmation: criteria the employee needs to meet by the new end date
  • Employee acknowledgement signature line

Legal basis

Probation in Japan is governed by the original employment contract and the company's work rules. The Civil Code and Labor Contract Act do not regulate probation directly, but case law treats probation as a conditional employment relationship under which dismissal is easier than for permanent employees, but still requires a reasonable basis. Extension is permitted only if anticipated by the contract or work rules; the new probation end date must be specific; and indefinite or repeatedly-extended probation is treated as a circumvention of permanent-employee protections.

Frequently asked

Common questions about the Probation Extension Notice

How long can probation be extended?

There is no statutory maximum, but case law and standard practice suggest 1 to 3 months as a reasonable extension. Anything longer than 3 months for a single extension, or multiple consecutive extensions totalling more than 6 months, attracts scrutiny and risks being struck down as a circumvention of permanent-employee protections.

Can probation be extended multiple times?

Technically yes, but each subsequent extension faces a higher bar of justification. After two extensions, the employer should be making a confirm-or-non-confirm decision, not extending again. Repeated extensions to avoid making a decision are treated as employer bad faith.

Does the employee need to consent to the extension?

Formal consent is not always legally required if the original contract or work rules anticipated extension and the extension is reasonable in length and grounds. However, best practice is to have the employee acknowledge receipt of the notice in writing, both for clarity and to demonstrate that the employee was informed before the original end date.

What if the employee refuses to sign?

Refusal to sign does not invalidate the extension if the employer has the contractual basis to extend. Document the delivery of the notice (date, method) and the refusal. The employer can still treat the probation as extended and proceed with the evaluation against the criteria stated in the notice.

What happens if the original probation end date passes without action?

Silent passage of the probation end date is generally treated as automatic confirmation as a permanent employee (本採用). The employer loses the easier dismissal standard and the employee gains the full protections of Article 16 of the Labor Contract Act. The extension notice must therefore be issued before the original end date, not after.

About the author

Emmanuel Gendre, Founder of SaiyouTeam
Emmanuel Gendre
Founder, SaiyouTeam · TechieCV K.K.

Emmanuel advises small and mid-sized companies (SMBs) on HR and recruiting in Japan. He brings 12 years recruiting in Japan as a Recruitment Consultant placing IT professionals, plus prior experience hiring engineers across EMEA as a Google recruiter. The probation workflow is something he handles regularly with his SMB clients in Japan, so he built this template as part of that advisory work and uses it himself when those conversations come up.

For case-specific HR matters, Emmanuel works with licensed Japanese professionals (社会保険労務士 and 弁護士). This template is a planning tool used in those conversations, not a substitute for professional advice on an individual case.

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Important. This template is provided for general planning purposes only and is not a substitute for professional advice. Japanese employment law is complex and case-specific. Before issuing this notice in any non-routine situation, consult a Certified Social Insurance and Labor Consultant (社会保険労務士) or a qualified labor lawyer (弁護士).