90 Days Employee Onboarding Checklist

A 90 days employee onboarding checklist is usually built around the end of a probation period, and probation is widely misunderstood.

Probation is a contractual arrangement. What decides whether an employee can generally access unfair dismissal is the minimum employment period, which is six months, or twelve months where the employer is a small business employer. A three month probation period does not change that.

Two practical consequences. A performance concern at ninety days needs to be raised properly, in writing, with a chance to improve, because the same fair process expectations apply either way. And the ninety day mark is a useful review point rather than a decision deadline.

Cover role clarity, training completion, feedback in both directions, and anything still unresolved from the first three months.

The Fair Work Ombudsman explains the minimum employment period. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s performance improvement plans and onboarding management system.