Reasons for Getting Fired During Probation & How to Respond | Warning Signs of Termination
Are you worried about being fired during your probation period? A probation period is meant for both the employer and employee to assess mutual compatibility, but dismissals during this time do happen. This article systematically covers the main reasons for being fired during probation, warning signs of impending termination, how to respond if you're actually told you're being let go, and how to prepare for your next career move.
If you're anxious about being fired during your probation period, it's important to first understand the legal framework. The notion that a probation period means the company can easily fire you is actually inaccurate.
Probation periods are not mandated by law but are established independently by companies. They are typically set for 1 to 6 months after joining, with 3 months being the most common. Legally, probation is interpreted as an employment contract with reserved right of termination—the employer retains a broader right to terminate compared to regular employment.
However, exercising this reserved right is still subject to restrictions. According to Supreme Court precedent (the Mitsubishi Jushi case), while dismissal during probation is permitted in a wider range of circumstances than regular dismissal, it is limited to cases where there are objectively reasonable grounds and the dismissal is considered socially appropriate. In other words, being on probation does not give the employer free rein to fire you.
An employment contract is in effect during the probation period, and labor standards laws and social insurance still apply. While salary and benefits may differ from post-probation terms, your fundamental rights as an employee are guaranteed. The normal process is for probation to end with transition to full employment, but if the company refuses full employment (i.e., fires you during probation), the same legal constraints as regular dismissal apply.
Dismissal during probation requires the employer to have reasonable grounds. Let's review the most common reasons people get fired during this period.
The most common reason for being fired during probation is poor attendance. Frequent lateness and unexcused absences are major factors in being judged as lacking basic professional aptitude. Unexcused absences in particular are widely recognized as valid grounds for termination, regardless of whether you're on probation. Even if you're feeling unwell, always notify your employer in advance—maintaining stable attendance is the absolute foundation for surviving your probation period.
If there is a significant gap between the skills expected at hiring and actual performance, you may be fired during probation. However, simply falling short of expectations alone is unlikely to be recognized as valid grounds for dismissal—it must be a case where improvement wasn't achieved despite the company providing appropriate training and guidance. Mid-career hires brought in as immediate contributors tend to face stricter skill evaluations compared to new graduates.
Behavior that significantly disrupts teamwork, or repeated serious conflicts with colleagues or supervisors, can also lead to termination during probation. This includes harassment (power harassment, sexual harassment, etc.) as well as basic communication failures such as not following instructions or neglecting to report, inform, and consult. Demonstrating a willingness to adapt to the organization is a crucial factor in successfully completing your probation.
If false information on your resume or work history is discovered during probation, it is easily recognized as valid grounds for dismissal. This includes not only fabricating educational or work history but also false claims about qualifications or misrepresenting reasons for leaving previous jobs. Resume fraud undermines the fundamental trust in the employment relationship and can result in disciplinary dismissal regardless of whether you're on probation.
If a post-hiring health examination reveals health issues that would impair job performance, termination during probation is possible. However, dismissing someone simply for having a pre-existing condition often constitutes wrongful termination—it is limited to cases where it is objectively determined that the employee cannot perform their duties. Additionally, termination without considering alternatives such as job reassignment or role changes is unlikely to be recognized as justified.
Repeatedly refusing to follow legitimate work instructions or committing serious violations of employment rules can also be grounds for termination during probation. Information leaks, posting company secrets on social media, or behavior that violates internal regulations may result in strict disciplinary action even immediately after joining.
While probationary dismissals can sometimes come without warning, in many cases several signs appear beforehand. If any of the following seem familiar, take early action.
If meetings with your supervisor or HR representative suddenly increase beyond regular one-on-ones, take note. When feedback about performance improvement and work quality becomes frequent, the company may be trying to build a documented record of coaching in preparation for potential dismissal. If you notice this sign, take the feedback seriously and present concrete improvement plans for immediate implementation.
If you're suddenly removed from projects you were handling, or new assignments stop coming your way, it may be a sign of impending termination. When a company is moving toward not offering full employment, they may gradually reduce your workload to minimize handover burden.
When verbal warnings escalate to written ones, it's a strong sign that dismissal procedures are advancing. Written warnings serve as evidence of adequate coaching that the company can use if the termination is later legally challenged. If you receive a written warning, review its contents and consider responding with a written improvement plan.
If previously friendly colleagues or supervisors suddenly become distant, or you stop being invited to lunch and casual conversations, the termination decision may have been shared with some staff, affecting how they interact with you. However, this could also be a misperception, so it's important not to read too much into it.
A probation extension means the company is still undecided. While an extension doesn't immediately mean termination, in most cases it carries the implicit message that full employment will be difficult at the current pace. Clarify what needs to be improved during the extended period, set specific goals, and work toward them.
If you're actually told you're being let go during probation, staying calm is critical. Don't panic—follow these steps to respond appropriately.
When notified of termination, first request a written certificate of dismissal reasons. Under Article 22 of the Labor Standards Act, when an employee makes a request, the employer is obligated to promptly provide the reasons for dismissal in writing. Relying on verbal explanations alone can lead to later disputes, so obtaining written documentation is essential. Check whether the stated reasons are specific and record any discrepancies with the facts.
Wrongful dismissal is not uncommon even during probation. Cases that may indicate wrongful termination include: not being given specific guidance or opportunities for improvement; vague dismissal reasons lacking objective evidence; being fired without notice after 14 days of employment (which requires advance notice or notice-in-lieu pay); termination due to pregnancy, childbirth, or taking childcare leave; or dismissal for joining a labor union. If you believe any of these apply, consider consulting with a Labor Standards Inspection Office or an attorney.
Even during probation, dismissal notice rules apply if you've been employed for more than 14 days. The employer must give at least 30 days' advance notice or pay 30 or more days' average wages as notice-in-lieu pay. Conversely, within the first 14 days, dismissal without advance notice is permitted. Understand which stage you're at and take appropriate action.
If told "we'd like you to leave," it's important to clarify whether it's a dismissal or encouragement to resign. Encouragement to resign is merely a request, and you're under no obligation to accept. If you do agree, ensure it's processed as a company-initiated separation, which provides more favorable unemployment insurance benefits. Keep written records of the circumstances to prevent it from being classified as voluntary resignation.
If you're fired during probation, available consultation resources include: Labor Standards Inspection Office (free consultations, provides compliance guidance); General Labor Consultation Corner (located at prefectural Labor Bureaus, handles all dismissal-related inquiries); Japan Legal Support Center/Houterasu (free attorney consultations for those with limited financial means); and labor unions/community unions (which can conduct collective bargaining on behalf of individual members). Don't struggle alone—early consultation with specialized organizations is the shortest path to resolving issues.
To successfully complete your probation period, daily awareness is key. Here are the points to keep in mind during probation.
Avoid being late or absent, consistently report and communicate, and complete assigned tasks on time—practice these professional basics diligently. During probation, attitude tends to be evaluated even more than ability. Even if your skills are somewhat lacking, a sincere attitude toward learning and stable attendance will get you through probation in most cases.
Regularly ask your supervisor for feedback on your performance. Proactively asking "Is there anything I should improve?" shows a desire to grow and makes a positive impression. It also allows you to identify problems early, making course correction possible before it's too late.
Building good workplace relationships is especially important during probation. Be consistent with greetings, help colleagues who are struggling, and avoid disrupting team harmony. Technical skills can be developed later, but interpersonal conflicts are much harder to repair.
Even if you are fired during probation, it's not the end of your career. Start preparing for your next step.
The short answer is yes—even a brief stint during probation should ideally be listed on your resume. Omitting it risks discovery through social insurance enrollment records, which could be viewed as resume fraud. However, you'll need to explain the departure positively in interviews. Frame it as having made an early judgment about a mismatch and wanting to perform at your best in a more suitable environment.
Eligibility for unemployment insurance after being fired during probation depends on your employment insurance enrollment period. For company-initiated terminations, you become eligible with 6 or more months of enrollment. However, short probation periods may result in insufficient enrollment time, so confirm with your local Hello Work office individually. In some cases, enrollment periods from previous employers can be combined.
It's important to leverage your experience of being fired during probation for your next career move. Reflect on why the mismatch occurred—was it insufficient verification of job duties, a cultural fit issue, or overestimation of your own skills?
For your next job search, actively use methods that allow you to verify compatibility before joining. Confirming the company culture and actual work content through casual interviews, or experiencing the real workplace through trial career changes before making a decision, can prevent probation termination scenarios.
The biggest cause of being fired during probation is a mismatch between the company and the employee. Trial career changes let you experience the actual workplace environment, job duties, and team atmosphere before officially joining, dramatically reducing situations where reality doesn't match expectations. For those who have previously experienced probation-period difficulties, trial career changes are a powerful tool for safely launching your next career chapter.
Why not use trial career changes to discover a workplace that truly fits you—experiencing the reality of a company that interviews alone can't reveal?
Many people worry about being fired during probation, but having the right knowledge allows you to respond calmly. Even during probation, companies cannot dismiss employees freely—they need reasonable grounds and proper procedures.
If you notice warning signs of dismissal, take early corrective action. If you are told you're being let go, calmly verify the dismissal reasons and consider whether it may be wrongful termination, consulting with specialized organizations as needed.
For your next career move, it's essential to use casual interviews and trial career changes to prevent pre-hire mismatches and avoid repeating the same experience. Being fired during probation is not the end—it's a stepping stone to finding a workplace that truly suits you. Take it one step at a time, without rushing, toward your next chapter.
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