A probationary period is a trial period at the beginning of employment where employers evaluate a new hire’s performance and fit for the role. Think of it as a test drive—for both sides.
You’ve found the perfect candidate for your growing team. Maybe they’re a brilliant developer in Dublin or a marketing whiz in Melbourne. You’re ready to make the hire, but then someone on your team asks, “What about the probationary period?”
Suddenly, you’re wondering, how long should it be? What can we do during this time? And wait—do all countries even allow probationary periods?
The thing about expanding internationally is that every country has its own rules about how you can trial new employees. In Germany, you might get six months to evaluate performance. In Belgium? Probationary periods are actually illegal. And in Chile, you can’t use them either.
It’s like discovering that the “standard” hiring playbook you’ve been using doesn’t translate when you cross borders. What works perfectly for your U.S. team might land you in hot water with local labor authorities elsewhere.
This isn’t just about compliance paperwork—it’s about setting up your international hires for success while protecting your business. Get probationary periods wrong, and you could face legal challenges, unexpected termination costs, or worse, lose great talent because you didn’t understand the local rules.
The good news? Once you understand how probationary periods work globally, they become a powerful tool for building strong international teams. They give you time to assess fit, help new employees settle in, and create clear expectations from day one.
Let’s walk through what you need to know about probationary periods around the world—so you can hire with confidence, no matter where your next great employee calls home.
How long should you make a probation period?
The length of a probationary period varies depending on local employment law, job level, or company policy. Ultimately, a probation period should provide sufficient time for the employer and employee to get to know each other and understand role expectations before agreeing to a long-term commitment.
In general, probationary periods last between two and six months. However, duration varies significantly around the world. For example, Venezuela permits a maximum of one month for a probationary period, while in France, the maximum probation period for office workers is two months, but four months for executives.
Depending on local regulations or company policy, an employer may extend a probation period if they require more time to assess their employee’s performance.
Why bother with probationary periods at all?
Probationary periods give both you and your new hire a chance to figure out if this is going to work—without the pressure of making it permanent from day one.
For you as the employer, it’s your opportunity to see how they perform when the rubber meets the road. Can they handle the workload? Do they mesh well with your existing team? Are they as skilled as their resume suggested? It’s like getting a real-world preview instead of just relying on interview impressions.
Your new employee gets something valuable, too. A probationary period gives them time to understand what the job really involves and whether your company feels like the right fit. They can test out the role, get comfortable with your team dynamics, and figure out if this aligns with where they want their career to go.
It’s a mutual trial run. You both get to ask the important questions—“Is this working?”—before committing to a long-term employment relationship. It takes the pressure off those early weeks and gives everyone space to be honest about how things are going.
What are the benefits of a probationary period?
A probationary period allows employers and employees to enjoy the following benefits:
Assess employment fit
A probationary period gives managers time to observe the new hire, gauge their performance, and determine early on whether the employee is suitable for a long-term position.
A probation period allows both parties the freedom to opt out of the agreement quickly and without repercussion if the relationship is not compatible.
Reduce employment costs
A probationary period allows employers to save money on contributions and employee benefits typically required for full-time talent, such as severance, payouts for unused paid time off, or pay-in-lieu of notice. Local regulations may also allow employers to offer a lower salary until the probationary period finishes.
A probationary period also allows employers to identify unfit hires and easily end the employment relationship before spending a significant amount on the employee’s salary.
Highlight professional skills
Probationary periods provide new employees with the opportunity to be noticed and prove themselves. By highlighting their skills early on, employees start their employment on a positive note, and employers can scope out high-performing talent for future leadership positions.
What could go wrong with probationary periods?
Your new hire might feel like they’re walking on eggshells
Nobody likes feeling like they’re constantly being judged. Probationary periods can leave employees feeling disconnected from the team or like they’re not quite “real” employees yet. That uncertainty creates stress—and stressed employees don’t usually do their best work. They might hold back from contributing ideas or shy away from taking initiative because they’re worried about making mistakes.
Compliance gets complicated fast when you go global
Here’s where things get tricky. Every country has different rules about probationary periods, and getting hiring compliance wrong can cost you. Some places require specific language in contracts. Others have strict limits on how long probation can last. Miss these details, and you could face legal penalties or find yourself in disputes you didn’t see coming. You need crystal-clear policies that follow local employment laws—not just what works back home.
Great candidates might walk away
Top talent has options. When they see a lengthy probationary period, they might wonder what’s wrong with your company culture or why you don’t trust your own hiring process. It can signal that you’re not confident in your ability to evaluate candidates—or that you’re not really committed to investing in your people. In competitive markets, that hesitation might be enough to send your best prospects straight to your competitors.
Can you dismiss an employee during the probationary period?
Yes, you can dismiss employees during the probationary period. Most probationary periods allow for more flexible notice or termination requirements.
Even when you’re not legally required to jump through hoops, it’s worth doing the right thing. Have that conversation. Sit down with the employee, explain your reasoning, and give them a chance to understand what happened. It’s not just about covering yourself legally—it’s about treating people with respect.
And here’s something important: just because someone’s on probation doesn’t mean you can discriminate against them. Fire someone because of their race, gender, age, or other protected characteristics, and you’ll still find yourself facing an unfair dismissal claim. Probationary periods give you more flexibility, not a free pass to ignore employment law.
What happens after a probationary period ends?
Typically, the end of a probationary period leads to an employment offer, termination of employment, or extension of the probationary period.
Employment
If both parties are happy with the relationship, the employee is removed from probation and becomes a permanent employee. The employer offers a new employment contract with standard terms, benefits, and other employee entitlements.
Termination
If one or both parties are unhappy with the employment relationship, they may end the employment at the end of the probationary period. The employer may determine the individual’s skills are not suitable for the company, or the employee may feel the position is not a good fit. The terms of the probationary period allow for a quick and easy termination process.
Probationary period extension
If the employer needs more time to determine if the employee is the right fit for a long-term position, they may decide to extend the probationary period if local employment law allows it. The employee may also request to extend the probationary period if changes occurred during the trial that affected the employee’s role and responsibilities.
Let Pebl handle the global probationary puzzle—so you can focus on building great teams
Getting probationary details right across different countries shouldn’t keep you up at night. Between Belgium’s outright ban, Germany’s six-month limits, and dozens of other local variations, it’s a compliance minefield that changes every time you cross a border.
That’s exactly where Pebl’s expertise lies. We handle employment compliance in 185+ countries, which means we already know the probationary period rules wherever your next great hire happens to live. Whether you’re hiring in Dublin or Dubai, our team makes sure your employment contracts include the right probationary terms—or skip them entirely when local law requires it.
You get to focus on finding amazing talent and building your business. We take care of making sure your probationary periods are legally sound, properly documented, and set up for success from day one. No more wondering if you’re following the right procedures or accidentally creating legal risks in countries you’re still learning about.
Ready to hire globally without the compliance lift? Let’s talk about how Pebl can make international expansion faster than you think and more manageable than you can imagine.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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