Workplace basics

Probation, reviews, pay, leave and rights, and looking after yourself, described in general terms that vary by country and company.

Also called probation

What: An initial period, often three to six months, during which either side can end the job with shorter notice, followed by a confirmation.
Why: It is when expectations are set. Ask your manager early how probation is judged and check in on it monthly.

Watch out

Assuming no news is good news and learning at the end that you were not confirmed.

Also called appraisal, review cycle, self-review

What: A regular, often yearly or twice-yearly, assessment of your work against expectations, usually with a self-review, peer input and a rating.
Why: It usually drives raises and promotions. A good year poorly written up can be rated like an average one.

Watch out

Writing the self-review from memory in one evening instead of from your work log.

Also called notice period

What: The time you must work after resigning, set in your contract, plus the handover, documentation and goodbyes that leave a good impression.
Why: Tech is a small world. People you work with now give references and referrals later.

Watch out

Accepting a new offer with a start date that ignores your contractual notice period.

Also called gross pay, net pay, CTC, total cost to company

What: Your payslip shows gross pay, deductions such as income tax, social security or provident fund, and net pay; benefits include insurance, leave and allowances.
Why: Knowing the difference between gross, net and total cost to the company avoids surprises and helps you compare offers later.

Watch out

Planning your budget on the gross figure in the offer letter.

Also called annual leave, PTO, overtime

What: Your contracted hours, overtime rules, annual, sick and public holiday leave, as set by your contract, company policy and local labour law.
Why: Knowing them lets you plan rest and spot when expectations go beyond what you agreed.

Watch out

Never taking leave in the first year because you think it looks bad.

Also called code of conduct, grievance, whistleblowing, harassment

What: Unwelcome behaviour such as bullying, discrimination or sexual harassment, and the channels to report it: manager, HR, an ethics line or an external authority.
Why: You have the right to a safe workplace. Knowing the process before you need it makes it easier to act.
Example: Write down dates, what happened, who was there and any messages, keep copies outside work systems where lawful, and report through the written policy.

What: The World Health Organization describes burnout as an occupational phenomenon from chronic workplace stress that has not been successfully managed: exhaustion, distance from work and reduced effectiveness.
Why: First jobs often mix high effort with uncertainty. Spotting the signs early lets you change something before your health pays.

Watch out

Treating constant exhaustion as proof you are working hard enough.

Also called boundaries

What: Clear, reasonable limits on when you are reachable, how much you take on and how you recover, agreed openly with your team.
Why: Sustainable pace beats heroics. Most managers prefer someone reliable for years to someone who burns out in months.

Watch out

Answering messages at midnight in week one and setting an expectation you cannot keep.

Also called office etiquette

What: Everyday norms such as camera and mute habits, status and calendar hygiene, time zone awareness, quiet in shared spaces and respecting people's focus time.
Why: Small habits shape how easy you are to work with, especially before people know your work.

Watch out

Being invisible on a remote team: no status, no updates, slow replies without explanation.

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