The Probezeit (probationary period) is an agreed initial phase of employment in which either side can terminate with a shortened two-week notice period. It may last no longer than six months. It is often confused with dismissal protection: general dismissal protection (Kündigungsschutz) begins independently of the Probezeit, only after more than six months of tenure. A Probezeit must also be agreed expressly; it does not apply automatically.
At a glance
- Maximum length six months; during this time a shortened two-week notice period applies under § 622 (3) BGB
- The Probezeit must be agreed expressly and does not apply automatically; without an agreement, the regular notice periods apply
- Probezeit and dismissal protection are two different things: general dismissal protection (Kündigungsschutz) begins only after more than six months, even if no or a shorter probation was agreed
- For fixed-term contracts, the Probezeit must be proportionate to the length of the contract
- A termination during the Probezeit generally needs no reason, but like any termination it must be in writing
FAQ
How long may the Probezeit last?
No longer than six months. A longer probation is not permitted; the shortened two-week notice period applies only to the first six months.
Which notice period applies during the Probezeit?
Generally two weeks, with no fixed end date. The contract or a collective agreement may differ but cannot shorten the period unreasonably.
Do I have dismissal protection during the Probezeit?
Special protection for certain groups, yes; general dismissal protection under the KSchG, no. That begins only after more than six months and is independent of the Probezeit.
Can the Probezeit be extended?
Not as a classic probation beyond six months. In practice, employers use a longer notice period or a mutual agreement instead of a genuine extension.
Reviewed by: Legal Team, Leapsome · Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
