You’ve aced the interviews, impressed the team, and signed the contract for your new tech job in the EU. Congratulations! Your first step is the probation period.
If you’re new to the European market, this “trial period” can be a source of anxiety. What is it? Is it a test? Can you be fired easily?
Let’s demystify it. A probation period (or Probezeit in Germany, période d’essai in France, período de prueba in Spain) is a standard, legally-defined “getting to know you” phase for both you and the company. It’s not a trap; it’s a two-way street. It’s your chance to decide if the company is the right fit for you, just as they assess your skills.
When a recruitment agency get-talent.eu in Europe places you, they will have already vetted the company culture, but the probation period is where you experience it firsthand. Here’s what to expect in three of the EU’s biggest tech hubs.
🇩🇪 Germany: The Formal “Trial”
Germany is known for its structure, and its probation periods are no different.
- Length: The maximum, and most common, probation period is six months. This is standard for almost all permanent jobs in Germany.
- Termination: This is the key difference. During the Probezeit, either you or the employer can terminate the contract with just two weeks’ notice. This is significantly shorter than the standard 4-week or multi-month notice period that applies after probation.
- What it means for you: This period is taken seriously. You’ll be expected to integrate, learn quickly, and demonstrate your capabilities. In turn, you have a 6-month window to decide if this is the right environment for you with a flexible, short exit.
🇫🇷 France: The Graded Approach
France’s system is unique because the length of the trial period is often tied to your job level (e.g., “cadre” for managers/professionals vs. other roles).
- Length: For most tech professionals (often “cadres”), the probation period is typically four months. This can often be renewed once, but the initial period is the standard.
- Termination: Notice periods during the trial are very short and scale up the longer you’re there—from 24 hours in the first week to one month after three months.
- What it means for you: Similar to Germany, this is a formal assessment period. A good staffing agency in the EU will ensure your contract clearly defines your status (“cadre” or not) as it directly impacts these terms.
🇪🇸 Spain: The Technical Standard
Spain also sets clear limits, with a special consideration for skilled technical workers.
- Length: For “unqualified” employees, the period is just two months. However, for “qualified technical employees”—which includes virtually all developer and IT roles—the period can be up to six months.
- Termination: During the período de prueba, either party can terminate the contract, often with no notice or a very short one (e.g., 7-15 days, depending on the collective agreement).
- What it means for you: The 6-month window is your trial, too. It’s your time to assess the team, the projects, and the work-life balance before you’re fully locked into the longer-term (and longer-notice-period) employment relationship.
How to Succeed in Your Probation Period
| Country | Typical Length (Tech) | Key Feature |
| Germany | 6 months | 2-week notice period for termination |
| France | 4 months | Length is tied to job level (e.g., “cadre”) |
| Spain | 6 months | Shorter period (2 months) for non-tech staff |
Your probation period is not a reason to be nervous; it’s an opportunity to be engaged.
- Ask for Feedback: Be proactive. Schedule 1-on-1s with your manager. Ask, “How am I doing?” and “What should my 30-day and 60-day goals be?”
- Be a Teammate: Introduce yourself. Offer to help. Join the virtual coffee chat.
- Be Curious: Your one job is to learn—the codebase, the company culture, and the processes.
It’s the first step in a long and successful career in the EU. Go nail it.
References
- Business Location Center: The Employment Contract in Germany
- Hubspot: France Country Guide
- CXC Global: Employment Contracts in Spain