Conducting a trial period

Certain work contracts provide for a trial period. Its objectives are:

  • to allow employees to ensure that the position suits them;
  • to give the employer the opportunity to assess the employee's skills.

Its duration must be clearly indicated in the employment contract that you sign with your employer. The trial period must:

  • be between a minimum of 2 weeks and a maximum of 3, 6 or 12 months long;
  • calculated in relation to the minimum duration of the contract in the case of a fixed-term contract without a set end date.

During this period, both parties can terminate the contract quickly and without compensation.

If a permanent contract is concluded after entry into service (for example following an existing fixed-term contract), it may no longer contain a trial period clause.

The trial period is non-renewable, unless the employee is hired on successive fixed-term contracts but for totally different functions.

It may be extended in the event of illness or family leave, and suspended in the event of pregnancy (for permanent contracts only).

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