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Because the date is three months away when it is set, and nothing surfaces it. The review happens late, or by default, and the moment to act has passed.
The initial employment period, its end date, any review points within it, and the decision that closes it.
The probation period is set at offer with its end date and review points. Both surface to the manager in advance, and the outcome is recorded on the personnel record.
A ninety-day review is scheduled the day the offer is accepted. It surfaces at day seventy-five with time to prepare, rather than at day ninety-one as a problem.
It does not decide the outcome, and it will not stop a probation lapsing by default if nobody acts. It surfaces the date; the decision is a manager's.
Confirmation may trigger a change to notice period or benefits, applied from the confirmation date. Extension resets the review point.
Yes, with a new end date and the reason recorded.
Where you configure it to — notice period and benefits commonly.
The manager on the reporting line, and HR.
Fourteen days, every module, no card. Or half an hour with someone who will run it on your own records and tell you where it does not help.