Probation period

What it means

A probation period lets either side end the employment without giving a reason. It runs for at most three months, or six for managerial staff.

It must be agreed in writing in the employment contract no later than the start date. It cannot be added afterwards or extended beyond the statutory limit.

A probationary period is neither a separate contract nor a fixed-term employment relationship. Employment runs in full from day one, with pay, holiday and contributions, and simply continues once probation ends. For a fixed-term contract the probation is also limited by the contract’s length, so a short contract cannot carry the full probationary period.

How it works in practice

It is extended by absences such as sick days. Termination is notified in writing, normally three days ahead, and employment ends on the stated day.

No severance is due during it. That is exactly why a proper induction plan matters: so the decision rests on the work rather than an impression.

In payroll we record the end of the probationary period for every new starter, so the client knows in good time how long they have to decide. When employment ends during probation we process the final pay including compensation for untaken holiday, issue the confirmation of employment and deregister the employee with the Social Insurance Agency and the health insurer.

What to watch out for

Termination in probation must not be discriminatory. If it follows soon after a pregnancy announcement or a complaint, a dispute is likely and much of the burden of proof falls on the employer.

What counts is when the employee receives the termination notice, not when the employer writes it. If it is delivered after probation has ended, employment continues without it, and it can then be ended only by notice on grounds set out in the law or by agreement. So we hand the notice over in person against a signature rather than posting it on the last day.