Whether a probationary period can be included in a fixed-term contract depends on the duration of your contract and whether a collective labour agreement or HR policy applies. In principle, no probationary period may be agreed for fixed-term employment contracts of 6 months or shorter. This also applies to fixed-term employment contracts where no end date has been agreed, such as for the duration of a project.
For temporary employment contracts of more than 6 months but less than 2 years, a probationary period of 1 month may be agreed. Other rules may apply if different rules are included in your collective labour agreement or staff handbook.
For temporary employment contracts of 2 years or longer, and for employment contracts for an indefinite period, a probationary period of a maximum of 2 months may be agreed. Different rules may apply only if other provisions are included in your collective labour agreement or staff handbook.
Please note: your employer must record the duration of your probationary period in writing. This will never be longer than 2 months.
