Direct answer

Probation dismissal still needs a lawful ground: usually failure to meet stated hiring conditions.

During a lawful probation period the employer may terminate if it can prove the employee does not meet the recruitment conditions. Those conditions should be in the contract, offer or a publicised job standard — not invented at the exit meeting. Illegal (over-long) probation does not give extra firing rights. Notice is shorter than ordinary no-fault termination, but a thin ‘not a culture fit’ file still loses. The employee may resign with three days’ notice during probation. Union/representative notice should still be thought through for employer-side dismissals.

The classification screen

4 questions before you choose the route.

This page identifies the right question and evidence. It does not determine the legal outcome on a reader’s facts.

01

Is the person still inside a lawful probation?

Check the statutory cap against the term; excess days are not probation.

Window
02

What hiring conditions were written at the start?

Skills, licences, performance metrics, not a vague attitude note.

Conditions
03

Can you prove the failure?

Tests, work product, attendance and a chance to respond.

Proof
04

Is a protected status in play?

Pregnancy and illness still constrain casual probation exits.

Lock

Working rule: Map the regulated role before marketing or launch in China.

What changes the answer

The signal ledger.

These facts move the question beyond a label and into a product, money-flow and control analysis.

Signal
Ask the operating question
Why it changes the route
No written conditions
Did the contract only say ‘probation three months’ with no standard?
Art. 39(1)-style probation termination then has nothing to attach to.
Over-long probation
Has the statutory cap already expired?
You are in ordinary employment and need an ordinary article.
Culture-fit only
Is the file just manager dislike?
That is not a statutory hiring-condition failure.
Prepare before you escalate

Bring a compact evidence docket—not a pitch deck.

Give a compliance team or counsel the operating facts that reveal the perimeter.

01Contract and job conditionsProbation length and the recruitment standard given on day one.
02Performance or test fileWhat was measured and when the employee was told.
03Cap checkTerm length versus maximum lawful probation.
04Notice and return of propertyLetter, last day and SI stop.
Common confusions

Questions people ask before they build.

Short answers for orientation. The right result can change with the service model and current rules.

Do we pay severance for a lawful probation termination?

A genuine failure-to-meet-conditions dismissal during lawful probation generally does not carry statutory N. Unlawful probation firing can still lead to 2N or continued employment.

Can the employee just leave?

Yes, with three days’ notice during probation, without employer consent.

Primary authorities

Reviewed sources support orientation, not a fact-specific assessment.

National laws database (NPC)
PRC Labor Contract Law (gov.cn)
Ministry of Human Resources and Social Security
Supreme People’s Court