Probation period in the Netherlands

A probation period (proeftijd) is the initial trial run that many employees must complete when they are first hired, and it should be included in any Dutch employment contract. An employer generally uses them to observe and evaluate the performance and conduct of new employees. Whilst this stage of employment does not provide the same levels of protection for fully fledged employees, this does not mean they are without any protection.

What are the requirements for a probationary period in the Netherlands?

Under employment law in the Netherlands, a probationary period must be agreed upon and outlined in writing in the employment agreement. This is a strict requirement under Dutch law, where the parties must both expressly agree to it. The only exception is if your work sector is covered under a collective labour agreement (collectieve arbeidsovereenkomst or CAO).

For more detail on the rules governing trial periods under Dutch law, see our related article. Some trial periods can be declared void, mainly where:

1. the duration of the contract does not exceed 6 months
2. when the nature of a contract is modified from a temporary agreement to a permanent one, without changes to the other terms of the contract
3. when the temporary contract is extended, with no other changes to the job role or the accompanying expectations.

What is the duration of a probationary period in the Netherlands?

The length of a probationary period is dependent on the overall duration of the employment agreement set between the parties. As such, it depends on the nature of the agreement, whether it is a fixed or non-fixed term.

For example:

1. for fixed-term employment contracts lasting no longer than two years, the maximum probationary period available is one month
2. with a permanent employment agreement or a fixed-term contract lasting beyond this two-year boundary, the maximum length for a probation period can reach two months
3. since January 2015, fixed-term contracts under Dutch employment law lasting no longer than six months, cannot contain a probationary period.

It is important to note that under employment law in the Netherlands, employment can be terminated at any time during the probation period, by both the employer or the employee’s resignation. There are various ways to terminate employment in the Netherlands. In addition, a party can proceed with terminating the agreement without any obligation to give notice. In extreme cases, such as fraud or other serious misconduct, a summary dismissal may even apply.

What is the probation period under a Collective Labour Agreement in the Netherlands?

In the event a Collective Labour Agreement (CAO) is applicable in the Netherlands, then the rights of the parties during a probationary period can change. Primarily, this concerns the maximum duration of the probation period. Depending on the sector of work; if the Collective Labour Agreement was entered into after the 1st of January, 2015, and is existing for more than 6 months but less than two years, then the maximum duration for a notice period can be increased from one to two months.

As an experienced employment lawyer in the Netherlands, I am able to advise clients on all aspects of employment law in the Netherlands, including issues with probation periods. I would be happy to discuss further details regarding this.