The Probezeit in Germany: What to Expect During Probation

Almost every employment contract in Germany includes a Probezeit (probationary period). It is a trial phase for both sides — the employer assesses the new employee, and the employee evaluates whether the role and company are the right fit.

How Long Is the Probezeit?

The standard Probezeit in Germany is 6 months, which is also the legal maximum. Some contracts specify a shorter period — 3 months is common in certain sectors, and some companies use no probationary period at all, though this is rare.

The Probezeit is stated explicitly in the employment contract. If no Probezeit is mentioned, there is none — the full protections of the Kündigungsschutzgesetz (Protection Against Unfair Dismissal Act) apply from day one in companies with more than 10 employees.

What Changes During Probezeit

Notice Periods

The most significant practical difference during the Probezeit is the notice period. During probation, either side can terminate employment with just 2 weeks' notice (Kündigungsfrist in der Probezeit), compared to the statutory minimum of 4 weeks to the 15th or end of the following month that applies afterward.

This means a dismissal can happen quickly and without extended notice. The same applies in reverse — an employee who wants to leave during probation can do so with 2 weeks' notice.

No reason needs to be given for dismissal during the Probezeit. The Kündigungsschutzgesetz, which requires a legally valid reason for dismissal after the waiting period, does not apply during the first 6 months of employment (and in companies with 10 or fewer employees, does not apply at all).

Sick Days

Extended sick leave during Probezeit is a sensitive matter. While employees are fully entitled to sick leave during probation, excessive absence can — practically speaking — influence how an employer views the new hire. The legal entitlements are unchanged; the practical dynamics are real.

What Does NOT Change During Probezeit

Being on Probezeit does not reduce an employee's rights in most other respects:

• Full salary: The agreed gross salary is payable from day one — no probationary pay reduction

• Holiday entitlement: Employees accrue annual leave from the first day of employment at the full contractual rate. However, the full entitlement only vests after 6 months — during probation, only the pro-rated entitlement can typically be taken

• Sick pay (Entgeltfortzahlung): Employees on Probezeit are entitled to continued salary payment during illness from the fourth week of employment onward. Before the fourth week, sick pay rules are slightly more complex

• Social insurance: Full contributions to health, pension, unemployment, and long-term care insurance apply from the first day

• Betriebsrat protection: Works council members cannot be dismissed more easily during Probezeit

If Dismissed During Probezeit

A dismissal during probation (Kündigung in der Probezeit) must still meet certain formal requirements:

• It must be in writing (schriftlich) — a text message or email does not suffice

• The notice period (2 weeks) must be observed

• Certain protected groups have additional protections regardless of Probezeit: pregnant employees, severely disabled employees, and works council members cannot be dismissed on standard grounds even during probation

If dismissal is received during Probezeit, the clock starts on the 3-week period to bring an Kündigungsschutzklage (unfair dismissal claim) at the labour court (Arbeitsgericht) if there are grounds to dispute the dismissal.

How to Approach the Probezeit

The Probezeit is an opportunity as much as a risk. German workplace culture values demonstrating reliability, punctuality, and the ability to navigate professional norms. A few practical points:

• Arrive on time, consistently

• Ask questions openly — initiative and curiosity are generally viewed positively

• Build relationships with colleagues across the team

• If performance feedback is given, take it seriously — German directness in feedback is a feature, not a problem

• If the role is not the right fit, the short notice period works both ways — it is possible to leave cleanly

A successful Probezeit usually concludes without any formal ceremony. The employee simply continues working under the original contract, with full protections now applying.

Key Takeaways

• The Probezeit is typically 3-6 months, with 6 months the legal maximum

• Either side can terminate with only 2 weeks' notice during probation — no reason required

• Salary, social insurance contributions, and most employee rights apply in full from day one

• Dismissal during Probezeit must be in writing; protected employees (pregnant, severely disabled, works council members) have additional safeguards

• A successful Probezeit ends quietly — there is no formal passing; employment simply continues with full protections