The probation period is the initial phase of an employment relationship during which both sides check whether the cooperation is a lasting fit. In Germany the statutory maximum is six months (§ 622 BGB); collective agreements can shorten or eliminate it. During probation, a reduced two-week notice period applies without a fixed termination date.
The key difference from regular employment is dismissal protection: the Dismissal Protection Act (KSchG) only applies after six months of continuous employment and only in companies with more than ten employees. Within probation, terminations do not require a specific reason. Discriminatory dismissals, however, remain invalid – the AGG applies from day one.
For candidates, probation is a phase of heightened attention. Practical steps: integrate quickly, clarify expectations, request regular feedback. Employees can also actively resign during probation – for example, if the day-to-day reality differs strongly from expectations.
In the German public sector, probation is often formalised: a positive review leads to a permanent position. Roles from this sector found via Lunigi are particularly predictable in this respect.