180-Day Employee Probation Calculator

Enter an employee's start date to instantly calculate when their 180-day probationary period ends — with a live countdown and one-click calendar export.

What is a 180-day probationary period?

A 180-day probationary period is a structured evaluation window that begins on an employee's first day of work. During this period, both the employer and employee assess whether the working relationship is a good fit. At day 181, the employee typically transitions to "regular" or "permanent" status — with stronger dismissal protections and often additional benefits.

The 180-day figure is not arbitrary. In the Philippines, for example, the Labor Code explicitly limits probationary employment to 6 months (interpreted as 180 days). Similar provisions exist in Spanish, French, and many Asian labor codes. Even in jurisdictions without a statutory cap, 180 days has become the HR industry standard.

How to use this calculator for HR

  • Enter the employee's first day of employment as the start date
  • Keep the days field at 180
  • The result card shows the last day of the probationary period
  • Click Add to Google Calendar to set a reminder on the review date
  • Use Share Link to send the deadline to your payroll team or manager

What HR must do before day 180

In many countries, HR must take one of these actions before the end of the 180-day period:

  1. Issue a regularization letter — confirming the employee as regular/permanent
  2. Issue a termination notice — with a valid, documented reason for non-regularization
  3. Extend probation (where allowed) — only with a signed extension agreement and within legal limits

Failing to act before day 180 may result in the employee automatically acquiring regular status by operation of law — even without a formal regularization letter.

⚠️ Legal disclaimer

This calculator is for informational purposes only. Employment law varies by country, state, and industry. Always consult qualified legal counsel for employment decisions.

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Got questions?

Frequently asked questions

The 180-day (approximately 6-month) probationary period is set in many national labor laws as the maximum allowed period to evaluate a new employee before granting regular or permanent status. It balances employer flexibility with employee protection rights.
At the end of the 180-day probation, an employer must either (1) confirm employment as regular/permanent, (2) extend probation if legally allowed, or (3) terminate the employee — with notice — before the period expires. In many countries, failing to act before day 180 automatically regularizes the employee.
This depends on jurisdiction and company policy. In many countries, approved leave (medical, maternity) does not pause the probation clock. In others, the probation period is extended by the number of days absent. Always consult local labor law or legal counsel.
In many jurisdictions — including the Philippines, parts of the EU, and various other countries — 180 days is the maximum probationary period allowed by labor law. Extending beyond this without regularization is prohibited. Other jurisdictions (e.g., US at-will employment) have no legal maximum.