What is a Waiting Period?

A waiting period is the initial period after hiring during which employees are not eligible for certain benefits, such as leave accruals, health insurance, or retirement contributions. This period often serves as a probationary period to assess the employee’s performance and fit with the company. It is an essential aspect of employee onboarding and benefits management, designed to ensure that new hires meet the company’s standards before gaining access to full benefits.

Key Elements of Waiting Period

Duration

The length of the waiting period can vary based on company policy and the type of benefit in question. Common durations include 30, 60, or 90 days, though some companies may have shorter or longer periods depending on their specific needs.

Example: A growing number of states are mandating sick leave for employees. In almost all these state leave laws there is a provision about a waiting period of 90 days before they can start using accrued sick leave hours.

Types of Benefits

Various benefits are subject to waiting periods, including vacation leave, health insurance, retirement contributions, and sometimes even bonuses or other incentives.

Example: Health insurance benefits might become available after a 30-day waiting period, ensuring that the employee is committed to the company before these significant benefits are provided.

Probationary Evaluation

During the waiting period, the employee’s performance and fit with the company are assessed. This evaluation helps determine whether the employee should continue with the company and become eligible for full benefits.

Example: Managers conduct a performance review at the end of the probationary period to determine the employee’s continued employment and eligibility for benefits. This review includes feedback on job performance, adherence to company culture, and overall contribution.

Transition to Eligibility

The process for transitioning from the waiting period to full eligibility for benefits should be seamless and well-documented. This includes updating employee records and ensuring that benefits are activated on time.

Example: After completing the 90-day waiting period, employees begin accruing vacation leave and are eligible for health insurance coverage. HR software can automate this transition to ensure accuracy and timeliness.

Impact on Employment Status

During the waiting period, employees are often considered at-will, meaning that either the employee or the employer can terminate the employment relationship without cause.

Example: Employees are considered at-will during the waiting period, with both the employee and employer having the right to terminate employment without cause. This provides a safety net for employers to ensure they have made the right hiring decision.

Exceptions and Adjustments

There may be exceptions to the waiting period or adjustments based on specific circumstances, such as previous experience in a similar role within the company or exceptional performance during the early days of employment.

Example: The waiting period may be waived for employees with previous experience in a similar role within the company, recognizing their familiarity and proven track record.

Importance of Waiting Period

Assessment

A waiting period provides employers with time to evaluate a new employee’s performance and cultural fit. This assessment period ensures that only those who meet the company’s standards are granted full benefits, supporting better long-term employment relationships.

Example: A 90-day waiting period allows managers to observe the employee’s work habits, reliability, and integration into the team, making an informed decision about their future with the company.

Compliance

Implementing a waiting period helps ensure compliance with company policies and labor leave laws regarding benefits eligibility. This protects both the employee and the employer by clearly defining when benefits are to be granted.

Example in Minnesota leave laws: Although newly hired employees begin accruing sick hours on the first day of employment they have to wait 90 calendar days before using it. Same state policy is stipulated, for example, also in California leave laws, Arizona, and Nevada, although the waiting period for the use of sick leave in New Jersey is 120 days.