An employer may agree with a new employee on a trial period. Legally this should not by law exceed four months and details of the trial period should be stated in the employment contract. Should a sectoral collective agreement, which binds the employer, contain a rule on trial periods, then the employer is obliged to inform the employee about this. If the employer arranges special training for the employee and if this will last for longer than four months, an extended trial period may be agreed upon, up to six months.
A trial period can also be agreed upon to precede short term employment. However, with any short term contract of less than eight months’ tenure, the trial period must not be longer than half of the tenure of the contract. For example, if a short term contract is drawn up for six months, the maximum permissible trial period will be three months.
During the trial period the employee or the employer may revoke the employment contract with immediate effect. The employer may not revoke the employment contract for any discriminatory or unallowable reason, bearing in mind the purpose of a trial period.