Termination of the employment contract during the trial period
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An employment contract generally begins with a probationary period called a trial period (for permanent and fixed-term contracts).
During this period, the 2 parties may rapidly terminate the employment contract without compensation.
The terminating party must respect a notice period which is dependent on the duration of the initial trial period stipulated in the employment contract (or by the collective agreement where applicable).
Who is concerned
Prerequisites
The trial period and its duration must be stipulated in writing, at the latest when the employee takes up his post. Failing that, the employment contract is deemed definitive and only a dismissal procedure or resignation by the employee can terminate the contract.
Before terminating an employment contract where the trial period is still in effect, several points must be considered:
- the employment contract cannot be terminated during the first 2 weeks in the trial period without the other party's consent except in the case of dismissal for serious misconduct;
- the end of the notice period cannot fall after the trial period, otherwise the trial contract will automically be reclassified as a definitive contract. In this case, termination of the contract will be deemed abusive;
- the employer may not terminate the contract during the trial period if the salaried worker is on sick leave. In this case, the trial period is extended by the same time as the duration of the sick leave, but only up to a maximum of 1 month. At the end of this extension, the employer recovers the right to terminate the contract, even if the salaried worker is still on sick leave;
- an employment contract with a trial period still in effect cannot be terminated between the period where the salaried worker submits a medical certificate attesting her pregnancy and the end of the job protection period (protection against dismissal). At the end of this period, the remaining trial period resumes and both parties recover the right to terminate the employment contract.
How to proceed
Form
Termination during the trial period must be done in writing and:
- by registered mail with acknowledgement of receipt; or
- delivered by hand against acknowledgement of receipt.
Neither the employer nor the salaried worker need to indicate the reason for termination, even upon specific request by the other party unless it is a termination of employment with immediate effect.
Whatever the size of the company, a pre-dismissal interview is not required for a termination of the employment contract during the trial period.
Notice period
The notice period is dependent on the initial duration of the trial period.
Notice periods are the same for both parties.
A notice period may not be shorter than:
- if the duration of the trial period is indicated in weeks: as many days as the trial period has weeks (e.g. 10-week trial contract has 10 days notice);
- where the duration of the trial period is indicated in months: 4 days for each month of trial period, but the notice period cannot be shorter than 15 days and not longer than 1 month.
| Duration of the trial period as indicated in the employment contract | Notice period to be observed |
|---|---|
| 2 weeks | termination not possible, except in the case of serious misconduct |
| 3 weeks | 3 days |
| 4 weeks | 4 days |
| 2 months | 15 days |
| 3 months | 15 days |
| 4 months | 16 days |
| 5 months | 20 days |
| 6 months | 24 days |
| 7 months | 28 days |
| 8-12 months | 1 month |
Beginning and end of the notice period
The notice period runs from the day on which notice was given, i.e. the day of mailing the letter or delivering it by hand.
The notice period is counted in calendar days and not work days.
The notice period must end at the latest on the last day of the trial period initially stipulated in the employment contract. If the notice period ends after expiration of the trial period, the contract automatically becomes definitive and employment will therefore last for the full duration stipulated in said contract.
Example: an employment contract indicates the beginning of the working relationship on 1st October and stipulates a 6 months trial period. The employer decides to terminate the contract during the trial period and sends the letter of termination by registered mail on 26 October notifying the salaried worker about the termination of the employment contract during the trial period.
The notice period starts on 26 October and ends on 18 November (24 days notice because 6-month trial period).
Termination for serious misconduct
In the case of serious misconduct by the salaried worker or the employer, it is possible to terminate the employment contract with immediate effect even during the first 2 weeks of the trial period.
The procedure for dismissal for serious misconduct must be observed, namely with regard to:
- the reasons for the termination of the contract which must be in writing and present a precise and detailed description of the serious misconduct which justifies a termination with immediate effect;
- the summons to the pre-dismissal interview in companies with more than 150 staff.
Who to contact
-
Inspectorate of Labour and Mines (ITM)
- Address:
-
3, rue des Primeurs
L-2361
Strassen
Luxembourg
B.P. 27, L-2010 Luxembourg
- Phone:
- (+352) 247 76 100
- Fax:
- (+352) 247 96 100
- Email address:
- contact@itm.etat.lu
- Website:
- http://www.itm.lu/home.html
Closed ⋅ Opens at 8.30
- Monday:
- 8.30 to 12.00 , 13.30 to 16.30
- Tuesday:
- 8.30 to 12.00 , 13.30 to 16.30
- Wednesday:
- 8.30 to 12.00 , 13.30 to 16.30
- Thursday:
- 8.30 to 12.00 , 13.30 to 16.30
- Friday:
- 8.30 to 12.00 , 13.30 to 16.30
- Saturday:
- Closed
- Sunday:
- Closed
-
Inspectorate of Labour and Mines (ITM) Regional Office Diekirch
- Address:
-
2, rue Clairefontaine
L-9220
Diekirch
Luxembourg
B.P. 27, L-2010 Luxembourg
- Phone:
- (+352) 247 76 100
- Fax:
- (+352) 247 96 100
Closed ⋅ Opens at 8.30
- Monday:
- 8.30 to 11.30, 14.00 to 17.00
- Tuesday:
- 8.30 to 11.30, 14.00 to 17.00
- Wednesday:
- Closed
- Thursday:
- 8.30 to 11.30, 14.00 to 17.00
- Friday:
- 8.30 to 11.30, 14.00 to 17.00
- Saturday:
- Closed
- Sunday:
- Closed
-
Inspectorate of Labour and Mines (ITM) Regional Office Esch-sur-Alzette
- Address:
-
1, boulevard de la Porte de France
L-4360
Esch-sur-Alzette
Luxembourg
B.P. 27, L-2010 Luxembourg
- Phone:
- (+352) 247 76 100
- Fax:
- (+352) 247 96 100
Closed ⋅ Opens at 8.30
- Monday:
- 8.30 to 11.30, 14.00 to 17.00
- Tuesday:
- 8.30 to 11.30, 14.00 to 17.00
- Wednesday:
- 8.30 to 11.30, 14.00 to 17.00
- Thursday:
- 8.30 to 11.30, 14.00 to 17.00
- Friday:
- 8.30 to 11.30, 14.00 to 17.00
- Saturday:
- Closed
- Sunday:
- Closed
-
Inspectorate of Labour and Mines (ITM) Regional Office Strassen
- Address:
-
3, rue des Primeurs
L-2361
Strassen
Luxembourg
B.P. 27, L-2010 Luxembourg
- Phone:
- (+352) 247 76 100
- Fax:
- (+352) 247 96 100
Closed ⋅ Opens at 8.30
- Monday:
- 8.30 to 11.30, 14.00 to 17.00
- Tuesday:
- 8.30 to 11.30, 14.00 to 17.00
- Wednesday:
- 8.30 to 11.30, 14.00 to 17.00
- Thursday:
- 8.30 to 11.30, 14.00 to 17.00
- Friday:
- 8.30 to 11.30, 14.00 to 17.00
- Saturday:
- Closed
- Sunday:
- Closed
-
Inspectorate of Labour and Mines (ITM) Regional Office Wiltz
- Address:
-
20, route de Winseler
L-9577
Wiltz
Luxembourg
B.P. 27, L-2010 Luxembourg
- Phone:
- (+352) 247 76 100
- Fax:
- (+352) 247 96 100
Closed ⋅ Opens Wednesday at 8.30
- Monday:
- Closed
- Tuesday:
- Closed
- Wednesday:
- 8.30 to 11.30, 14.00 to 17.00
- Thursday:
- Closed
- Friday:
- Closed
- Saturday:
- Closed
- Sunday:
- Closed
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Related procedures and links
Procedures
Links
Further information
sur le site de l'Inspection du travail et des mines (ITM)
