Two colleagues reviewing paperwork at a laptop — how a probationary period works
Pay & Law

Probationary Period 2026: Length, Rights and Termination

2 min read

Quick answer: In 2026 a probationary period can last at most 3 months, and 6 months for managerial employees (Section 45 of the Labour Code). It must be agreed in writing in the employment contract, otherwise it is invalid. Below you will find how it can be ended, whether it is extended and what rights you have during it. Jooble

How long does a probationary period last?

At most three months, and six for managerial employees. It must be agreed in writing in an employment contract concluded before you start — a verbal agreement is invalid. Jooble

If you do not have a probationary period in your contract, in legal terms it does not exist.

Can a probationary period be extended?

Not by agreement. It is extended only automatically by the days on which you did not work your shift because of an obstacle to work (sick leave, family care leave, holiday). Košice

Nor can it be agreed again for the same kind of work with the same employer.

How does employment end during the probationary period?

By written notification, and the employment ends on the day it is delivered — with no notice period. One important difference has applied since 2024: the employee may end it without giving a reason, but the employer must state a reason in the notification, otherwise the termination is invalid. Jooble

It is recommended that the notification be delivered at least 3 days in advance.

Am I entitled to severance pay or holiday during the probationary period?

To severance pay, no — that applies only on termination by notice or by agreement on organisational grounds. Entitlement to holiday can, however, arise during the probationary period. Košice

What to watch out for?

  • A verbally agreed probationary period is invalid — insist on having it in writing in the contract.
  • Longer than 3 months (or 6 for managers) is contrary to the law.
  • On returning to the same employer for the same work, a new probationary period cannot be agreed.

Looking for a new job after your probationary period?

Take a look as well at what to watch out for in an employment contract and at notice periods.

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Employment Contract 2026: What It Must Contain and What to Watch Out For
An employer shaking hands with a new employee — signing an employment contract
Pay & Law

Employment Contract 2026: What It Must Contain and What to Watch Out For

2 min read

Quick answer: Under the Labour Code an employment contract must always contain four basic things: the type of work, the place of work, the start date and the pay conditions. If a probationary period is agreed, it can last at most 3 months (Section 45 of the Labour Code). Below you will find what the contract must contain, how it differs from a work agreement and what to watch out for before signing. Jooble

What must an employment contract contain?

The law lays down four essential requirements without which the contract is not valid:

  • The type of work and a brief description of it
  • The place of work (municipality, part of a municipality or otherwise specified place)
  • The date of starting work
  • The pay conditions (unless agreed in a collective agreement)

The salary may not be lower than the minimum wage, and its amount must be stated in the contract.

What else should be in the contract?

Besides the essential requirements, the employer should also state further conditions — either in the contract or separately in writing:

  • the payday and the method of paying the salary
  • working hours and the arrangement of shifts
  • the amount of holiday
  • the length of the notice period

What is the difference between an employment contract and a work agreement?

An employment contract establishes a standard employment relationship with full protection, holiday and a notice period. An agreement is intended for occasional or smaller work and has different rules — you will find the details in the article on work agreements.

What to watch out for before signing?

  • Missing or vague pay ("salary by agreement") — insist on a specific figure.
  • An indeterminate place of work — it can mean being transferred anywhere.
  • A probationary period longer than 3 months is invalid — more in the article on the probationary period.
  • Repeated fixed-term contracts — check the conditions for extension.
  • An unclear type of work — it can lead to being assigned entirely different tasks.

Looking for work with fair conditions?

Before signing, take a look as well at notice periods and severance pay. You will find the exact wording of the law in the Labour Code.

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