Probation period in Germany: length, notice and what you should know
Almost every German employment contract starts with a probation period. Knowing the rules on length, notice and holidays gives you a safer start in a new job.
The probation period (Probezeit) is an agreed initial phase in which employer and employee check whether the working relationship fits. Shorter notice periods apply during this time.
For international professionals it matters even more, because it often coincides with residence permits, relocation and recognition. This article covers the key points.
Note: this is not legal advice. Your contract, any collective agreement and the German Civil Code (§ 622 BGB) are what count.
Key rules at a glance
| Topic | Usual rule |
|---|---|
| Maximum length | Up to 6 months (§ 622 (3) BGB) |
| Notice period | 2 weeks, for both sides, to any day |
| Reason for dismissal | Not required during probation |
| Protection against dismissal act | Applies only after 6 months of employment |
| Form of notice | Always in writing with a signature, never by email |
| Fixed-term contracts | Probation must be proportionate to contract length |
Collective agreements or your contract may set different, e.g. longer, notice periods.
Holidays and sick leave during probation
You earn your full statutory holiday entitlement only after six months. Before that you accrue one twelfth of the annual leave per full month. Many employers still approve holidays during probation if you agree them early.
If you are ill, the usual rules apply: report it immediately and submit a sick note on time. Continued pay from the employer starts after four weeks of employment.
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How to succeed during probation
- Agree goals for the first 3 to 6 months with your manager early
- Ask for feedback regularly, not only at the end
- Take punctuality and reliability seriously – people notice
- Keep brief notes of results and completed tasks
- Actively get to know your colleagues
- Ask questions instead of hiding uncertainty
Probation for international professionals
If you work on an EU Blue Card or a skilled worker permit, report a dismissal during probation to the immigration office without delay. There is often time to find a new position, but details depend on your permit.
In regulated professions such as nursing or medicine, probation often runs alongside the adaptation period for recognition. Clarify with your employer which goals must be met by the end.
Understanding work culture in Germany
More on residence permits: Visa for Germany
Everyday working life: Working in Germany
Common mistakes
- Treating probation as a mere formality
- Not addressing conflicts or misunderstandings
- Resigning by email or WhatsApp – that is invalid
- Overlooking notice periods in a collective agreement
- Registering as a jobseeker too late after dismissal (within 3 days)
FAQ on the probation period
How long is probation in Germany?
Usually 3 to 6 months. With a shortened notice period, the legal maximum is 6 months.
What is the notice period during probation?
Two weeks under § 622 BGB, unless the contract or a collective agreement says otherwise.
Can probation be extended?
Not beyond 6 months with shortened notice. Sometimes a termination agreement with a longer run-out period is used instead.
Can I take holidays during probation?
Yes, pro rata. You accrue one twelfth of annual leave per full month.
Does the employer need a reason to dismiss me?
No. The protection against dismissal act only applies after six months.
Read on
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