What a probation period changes—and what it does not
A practical guide to Probezeit clauses, notice periods and preparation for a probation review in Germany.
Start with the clause, not the calendar alone
In German employment conversations, Probezeit and the first six months are often treated as if they mean exactly the same thing. They can overlap, but different legal questions may attach to a contractual probation clause, an agreed notice period and the waiting period under dismissal protection law.
Read the signed contract and any applicable collective agreement. Note the employment start date, the stated length of probation and the notice wording. Do not rely only on what was said during onboarding.
Prepare for a review with examples
Bring a short list of work delivered, feedback received and expectations that remain unclear. Ask which criteria are being used, whether any concern requires a change before a specific date, and when the decision will be communicated.
After the meeting, write a neutral recap for yourself. If appropriate, confirm agreed actions by email. Avoid turning every piece of feedback into an argument about dismissal; the immediate goal is to understand the employer’s expectations and record what was discussed.
If dismissal becomes likely
Record when any letter was physically received and how it was delivered. Verbal statements and written notices can have different significance. If you receive a dismissal, obtain prompt advice from a qualified employment lawyer because the time to challenge it may be short.
This guide provides general orientation, not legal advice for an individual case.