Frequently Asked Questions
- Employment contract and fixed-term contract
- Trial period
- Termination of employment contract
- Suspension of the employment contract
- Wages
- Holidays, Bank Holidays and Absences
- Duration of work
- Job Location
- Protection of Maternity and Paternity
- Equal rights
- Accidents at Work and Occupational Illness
- Working Student System
- Temporary work
The information on this page does not exempt you from consulting the Labor Code and Labor Law in force.
The contents here present may change at any time, in case of doubt, seek legal advice from a specialized professional.
Trial period
What is the trial period?
The trial period is the initial period of the contract, of a duration laid down by law, and both parties have this period to find out whether they are interested in continuing the contractual relationship. The trial period is counted from the day the worker begins their activity, and specifically from the time they begin to attend training programmes, if the duration of the programmes does not exceed half of the trial period. Days taken off work, whether on leave or when excused from work, even when justified, and the suspension of the contract are not counted for the purposes of the trial period.
How long is the trial period for permanent contracts?
For permanent contracts the duration of the trial period is:
- - 30 days for contracts with a duration of over 6 months;
- - 15 days for fixed-term contracts with a duration of under 6 months and for indefinite term contracts whose duration is not expected to exceed that limit.
- 90 days for workers in general;
- 180 days for workers who hold positions of some technical complexity, with a high level of responsibility which require special qualifications, or employees in positions of trust;
- 240 days for management personnel and executive officers.
How long is the trial period for term contracts?
For term contracts, the duration of the trial period is:
Can the duration of the employment contract, during the trial period, will be changed?
Yes. One of the important characteristics of the trial period is the possibility that, during that period, either party may terminate the contract without prior notice and invocation of just cause and without the right to any compensation.
However, if the trial period has lasted more than 120 days, the termination of the contract by the employer depends on 30 days' notice.