Calculate your probation period
Calculate when your probation period ends and whether the statutory two-week notice period under Section 622(3) BGB applies. The calculator also distinguishes the probation period from the six-month waiting period under Section 1 KSchG and covers special rules for fixed-term contracts under Section 15 TzBfG.
Enter the date on which the employment relationship started.
Enter the probation period agreed in the employment contract. Under Section 622(3) BGB, the statutory two-week notice period can apply for no more than six months.
Activate this option to check whether the two-week statutory notice period under Section 622(3) BGB still applies on the notice date.
Only relevant when calculating the notice period.
For fixed-term contracts, the special requirements of Section 15(3) and Section 15(4) TzBfG must also be considered.
End of probation period:
Based on German BUrlG incl. correct rounding. Non-binding result – please verify with HR or legal counsel.
Get your result in 3 steps
1. Enter employment start
Enter the day, month and year of employment start and the agreed probation duration.
2. Set optional parameters
Configure notice intent and whether the contract is fixed-term.
3. Get probation end date
The exact end of probation and the applicable notice period are displayed.
Probation period under German employment law
The probation period determines whether the shortened two-week notice period under Section 622(3) BGB can apply. It must be distinguished from the six-month waiting period under Section 1 KSchG and from the rules governing fixed-term employment under Section 15 TzBfG.
Probation Period and Notice Period Calculation
Holiday entitlement is calculated using the statutory proportionality principle:
Probation end = employment start date + agreed months - 1 calendar day; two-week notice end = receipt date + 14 calendar days
A probation period measured in months is calculated using the German time-limit rules in Sections 187 and 188 BGB. The statutory shortened notice period is 14 calendar days under Section 622(3) BGB and requires notice to be received during the agreed probation period and within the statutory six-month maximum.
Practical examples:
- Employment starts on 1 April 2026, probation period 6 months: Start on 1 April 2026, agreed probation period of 6 months. → 1 April 2026 + 6 months - 1 day = 30 September 2026. The agreed probation period ends on 30 September 2026; the shortened notice period under Section 622(3) BGB can apply during this period.
- Employment starts on 15 April 2026, probation period 6 months: Start on 15 April 2026, agreed probation period of 6 months. → 15 April 2026 + 6 months - 1 day = 14 October 2026. The six-month probation period ends on 14 October 2026; notice received on 14 October 2026 is generally still received during the probation period.
- Notice received on 15 September 2026 during probation: Start on 1 April 2026, probation period 6 months, notice received on 15 September 2026. → 15 September 2026 + 14 calendar days = 29 September 2026. Notice is received during the probation period; if Section 622(3) BGB applies, the employment relationship ends after 14 calendar days on 29 September 2026.
- Notice received on 1 October 2026 after probation: Start on 1 April 2026, probation period 6 months, notice received on 1 October 2026. → 1 October 2026 is after the probation period ended on 30 September 2026. The two-week notice period under Section 622(3) BGB no longer applies; without a different contractual or collective-agreement rule, Section 622(1) BGB normally provides four weeks to the 15th or the end of a calendar month.
1. What is the basic legal rule for probation periods?
A probation period is a contractual trial period and is not generally mandatory by law. Under Section 622(3) BGB, an employment relationship may be terminated with two weeks notice during an agreed probation period, but the statutory short notice rule applies for no more than six months.
The six-month period is therefore particularly important for the notice period. A probation period longer than six months does not by itself extend the statutory two-week notice period under Section 622(3) BGB.
2. Common misunderstanding: probation period vs. waiting period
The probation period under Section 622(3) BGB and the waiting period under Section 1(1) KSchG are different legal concepts. The probation period primarily concerns the shortened two-week notice period, while the waiting period concerns general statutory protection against dismissal.
The waiting period under Section 1(1) KSchG is generally six months. It does not become shorter merely because the employer agreed a probation period of three months.
3. Practical effect for employees
During the statutory probation period, an employment relationship can generally be terminated with two weeks notice if Section 622(3) BGB applies. Under Section 623 BGB, the termination must be in written form; email or messaging applications do not satisfy the statutory written-form requirement.
An employee should also note that under Section 4 KSchG, a claim challenging the validity of a dismissal generally has to be filed within three weeks of receipt of the written dismissal.
4. Practical effect for employers and HR
For employers, the date of receipt of the dismissal is particularly important. If notice is received during the period covered by Section 622(3) BGB, the two-week notice period can apply, provided all other legal requirements are satisfied.
If a works council exists, it must be consulted before every dismissal under Section 102 BetrVG. For fixed-term employment relationships, HR must additionally review Sections 15(3) and 15(4) TzBfG.
5. Distinction from similar rules
The probation period must be distinguished from the waiting period under Section 1 KSchG, the statutory notice periods in Section 622 BGB and fixed-term employment under the TzBfG. A six-month probation period does not automatically mean that every aspect of statutory dismissal protection applies in every case.
For a fixed-term employment relationship, Section 15(4) TzBfG additionally requires an express contractual or collective-agreement basis for ordinary termination.
Relevant Statutory Regulations
- Section 622 BGB – Notice periods for employment relationships: Section 622(3) BGB provides the two-week notice period during an agreed probation period, for a maximum of six months. Section 622(1) BGB contains the general statutory notice period of four weeks to the 15th or the end of a calendar month.
- Section 1 KSchG – Waiting period and dismissal protection: General protection against unfair dismissal generally applies after six months of uninterrupted employment, provided the other requirements of the KSchG are met.
- Section 623 BGB – Written form of dismissal: Termination of an employment relationship must be in written form. Electronic form is expressly excluded.
- Section 15 TzBfG – Probation periods in fixed-term employment: Section 15(3) TzBfG requires a probation period in a fixed-term employment relationship to be proportionate to the expected duration of the fixed term and the nature of the work. Section 15(4) TzBfG regulates when ordinary termination is possible.
- Section 102 BetrVG – Works council consultation: Where a works council exists, it must be consulted before every dismissal. Dismissal without proper consultation is invalid.
- Federal Labour Court, judgment of 30 October 2025 – 2 AZR 160/24: The Federal Labour Court confirmed that there is no rigid percentage rule for the proportionality of a probation period in a fixed-term employment relationship. The expected fixed-term duration and the nature of the work are decisive.
Frequently Asked Questions
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