Trial period

If a trial period is agreed on, it must be done clearly and unambiguously.

Employer and employee may agree on a trial period at the beginning of the employment relationship. In agreeing this, it must be ensured that both employer and employee are clearly aware of the terms of the trial period and its length.

A trial period may be agreed upon regardless of the duration of the employment contract. It must be agreed upon before the work begins, because the trial period begins immediately when work begins. A trial period must also be specifically agreed on in the case of a fixed-term employment contract based on an apprenticeship.

If the employer is required to comply with a collective agreement, the employer must comply with any provisions regarding trial periods in that agreement. The employer must notify the employee of the application of this provision when the employment contract is signed.

How long can the trial period be?

The maximum length of a trial period is generally four months. If the employer provides specific work-related training for the employee, lasting for a continuous period of over four months, a trial period of no more than six months may be agreed on.

If a fixed-term employment relationship is shorter than eight months, the trial period may not exceed half of the duration of the employment.