With the implementation of the work-life balance directive, the rules for probationary and fixed-term contracts are to change. 

The maximum duration of the trial period will depend on the planned period of further employment, i.e.: 

• 1 month when we intend to enter into a fixed-term contract for less than 6 months, 
• 2 months when the fixed term is expected to last 6-12 months,
• if justified by the type of work, we can extend the limit by 1 month. 

The trial period will be able to be extended by vacation time or other excused absence. 

It will not be possible to re-enter into a for a contract for a probationary period after expiration of 3 years from the end of the previous employment contract.

Termination or immediate termination of a fixed-term contract will require a cause.

There will also be an obligation to consult the trade union organization.

It will be possible to reinstate the employee (currently only compensation is possible). 

Find more in the PRO HR July 2022.