2 mins readSubject: Non-Confirmation Letter
Dear [Employee Name],
The purpose of this letter is to inform you of the outcome of your probationary review at [Company Name]. This Non-Confirmation Letter sets out the effective date and required actions following the decision.
Decision
We regret to inform you that your employment will not be confirmed following the completion of your probationary period. Your last working day will be [Last Working Date], and your employment with [Company Name] will end on that date.
Employment terms and final pay
Your final salary and any accrued but unused paid leave will be paid in accordance with the company payroll schedule. Final payment is expected to be processed on or before [Payroll Date]. Details of final pay and benefits cessation will be provided to you by [HR Contact].
Return of company property
Please return all company property including but not limited to keys, identification cards, electronic devices, and documents by [Return Date]. If you have company accounts or access credentials, those will be deactivated on [Last Working Date].
Exit meeting and next steps
You are invited to attend an exit meeting with [Manager Name] on [Exit Meeting Date] to discuss the conclusion of your employment and to complete any required documentation. Please confirm your availability for this meeting by contacting [HR Contact] by [Acknowledgement Date].
Actions required from you
1. Return company property by [Return Date].
2. Attend the exit meeting on [Exit Meeting Date].
3. Sign and return the acknowledgement below by [Acknowledgement Date].
Acknowledgement
I acknowledge receipt of this Non-Confirmation Letter and understand the content and required actions.
Signature: ______________________ Date: [Acknowledgement Date]
We appreciate the time you have worked with [Company Name] and wish you success in your future endeavours.
Warm regards,
[HR Name]
[HR Title]
[Company Name]
Final note: If you have questions or need clarification regarding any of the items above, please contact [HR Contact] at [HR Contact Email] or [HR Contact Phone].
Disclaimer: This is not to be taken as legal or HR advice. Since employment laws change over time and can vary by location and industry, consult a lawyer or HR expert for specific guidance