We all know probation periods allow employers to check if a new employee makes a good fit. It can also benefit an employee who discovers the organisations or job itself is not what they expected.
Sometimes, the company might need a little more time to assess an employee and decides to extend the probation period. It should set out in writing the reasons and if there are particular issues that need to be addressed.
Since the employment contract works both ways (it sets the expectation and responsibilities to both, the employee and the employer), my question is: can an employee extend their probation period, and if so - what is a legal ground for it and how to explain it properly?
Background story (not necessarily needed to answer the question I guess):
I was hired by a company as a junior developer, but my role shifted more into sort of a tech support (fixing printers, updating plugins for WordPress pages and so on), although this hasn't been discussed on my interview and it's not included in my contract and employee handbook as my responsibilities. Don't get me wrong - I have nothing against tech support, this is just not the career path I have chosen. I addressed the issue several times (in one on one meetings and emails) and every time received the same answer: they agree with me and would like to change it as soon as possible, by assigning me to the tasks that would be more suitable for me (and relevant to my contract and job description), but these promises were never followed up by any actions. My probation period comes to an end and I would like to extend it to check if the company indeed will change anything. If not, I would like to be able to leave the company on shorter notice (one week during the probation period, 8 weeks after).