What should the employer do officially once the probationary period is over?
A very strange situation has come up.
Wherein the employer has verbally asked the employee to leave the organisation just at the end of the probation. Very unfortunate that the employer got his job done during that period from a very senior and experienced staff who was in probation. One fine day he has been asked to leave, to which the employee offered the employer to terminate him,instead of he tendering resignation. To date neither the employee has terminated nor the employee has submitted the resignation. In such a situation is the employment still valid.

From India, Bangalore
Well, as long as the employee is working and employer is paying, the employment is very much in play. Well, officially either of the party has to initiate termination which will attract penalty inform of double monthly salary for employer or deferred payment in form of F&F for employee.
Unless it is initiated, the employment shall not come to an end as it is a form of contract only which will continue unless terminated or expired.
(I'm assuming that the employment contract, if so entered by both is silent on expiry aspect)
Hope this resolves your query.

From India, Gurgaon
Probation period is a period of engaging an employee to test his/her performance on the suitability of a position. If an employee’s performance is found to be unsatisfactory, the employer can terminate the employee’s services and the same cannot be construed illegal.
Probation is a period of trial and its purpose is to find out the suitability of an employee to hold the post substantively or permanently and the suitability has to be judged at the time of confirmation. However, an employee on probation can be terminated during the probation period due to unsatisfactory performance of the employee and the employer would be justified in the termination.
Rules & Regulations – Relating to Probation Period
The status of a probationer has been made clear in a plethora of judicial cases and pronouncements. The following are excerpts of a landmark judgment by the Constitution Bench of the Supreme Court on the status of a probationer and his/her termination from service:
“An appointment to a permanent post in Government service on probation means, as in the case of a person appointed by a private employer, that the servant so appointed is taken on trial. The period of probation may, in some cases, be for a fixed period, i.e., six months or for one year or it may be expressed simply as “on probation” without any specification of any period. Such an employment on probation, under the ordinary law of master and servant, comes to an end if during or at the end of the probation the servant so appointed on trial is found unsuitable and his service is terminated by a notice.”
“Thus, where a person is appointed to a permanent post in a Government service on probation, the termination of his/her service during or at the end of that period of probation will not ordinarily and by itself be a punishment, for the Government servant, so appointed, has no right to continue to hold such a post any more than the servant employed on probation by a private employer is entitled to do. Such a termination does not operate as a forfeiture of any right of the servant to hold the post, for he has no such right and obviously cannot be a dismissal, removal or reduction in rank by way of punishment.”
In addition to the above, the Supreme Court through another order has clarified that an employee on probation can be terminated summarily by the employer in clarifying as under:
“There can be no manner of doubt that the employer is entitled to engage the services of a person on probation. During the period of probation, the suitability of the recruit/appointee has to be seen. If his services are not satisfactory which means that he is not suitable for the job, then the employee has a right to terminate the services as a reason thereof. ”
As mentioned above, a probationer has no lien on the job, his/her service can be terminated at the discretion of the employer. It is advisable that while terminating the services of a probationer, the language should be simple, unambiguous and non-stigmatic. It will be appropriate to state that in accordance with the terms and condition of the appointment, the probationary services are terminated with immediate effect, or, as the case may be.

From India,

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