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 time for a trial period in employment contracts concluded from the beginning of 2017 is six months, instead of 4 months previously. The employer has the right to extend the trial period, if the employee during this time has been incapable to work or have been on a family leave for at least 30 calendary days. The employee must be informed about the extension of the trial period before the the trial period terminates.

The trial period and its extensions in fixed term employment contracts may not exceed 50 per cent of the duration of the employment period, however it may not be longer than six months.