{"id":3736,"date":"2025-11-23T15:54:32","date_gmt":"2025-11-23T14:54:32","guid":{"rendered":"https:\/\/haas-eschborn.de\/?p=3736"},"modified":"2025-12-08T15:59:37","modified_gmt":"2025-12-08T14:59:37","slug":"bag-ruling-probationary-period-in-fixed-term-contracts-no-longer-rigid-limits","status":"publish","type":"post","link":"https:\/\/haas-eschborn.de\/en\/bag-urteil-probezeit-in-befristeten-vertraegen-keine-starren-grenzen-mehr\/","title":{"rendered":"BAG ruling: Probationary period in fixed-term contracts - no more rigid limits"},"content":{"rendered":"<p style=\"text-align:justify;\">In its ruling of October 30, 2025 (case no. 2 AZR 160\/24), the Federal Labor Court (BAG) threw the previously frequently used rule of thumb for probationary periods in fixed-term employment contracts overboard. A fixed percentage of the fixed-term duration is no longer permissible. What does this mean for employers and employees?<\/p>\n<p><\/p>\n<h2>Why this judgment is relevant<\/h2>\n<p style=\"text-align:justify;\">To date, many courts and employers have used a guideline for fixed-term employment relationships: Probationary periods were allowed to be approximately a quarter of the contract duration. This \u201e25 percent rule\u201c was widely regarded as practically sensible and legally justifiable.<\/p>\n<p style=\"text-align:justify;\">The BAG has now made it clear that such a general rule of thumb does not do justice to the legal situation under the Part-Time and Fixed-Term Employment Act (TzBfG) and the applicable Directive (EU) 2019\/1152. Instead of rigid percentages, a differentiated, case-by-case approach is required in future.<\/p>\n<p style=\"text-align:justify;\">The ruling thus brings new flexibility - but also new uncertainty in the structuring of fixed-term contracts.<\/p>\n<p><\/p>\n<h2>What the BAG decided<\/h2>\n<ul>\n<li style=\"text-align:justify;\">The BAG emphasized that there is no fixed rule for the duration of a probationary period for fixed-term contracts. Instead, it must be examined on a case-by-case basis whether the probationary period is \u201eproportionate\u201c. Both the expected total duration of the fixed-term contract and the type of activity are decisive in this regard.<\/li>\n<li style=\"text-align:justify;\">In the case decided, a contract with a 12-month fixed term and a 4-month probationary period had been agreed. The BAG accepted the four-month probationary period - because the employer had submitted a detailed induction plan that provided for induction over several phases and covered a total of around 16 weeks. The BAG therefore considered the agreed probationary period to be reasonable.<\/li>\n<li style=\"text-align:justify;\">This means that the previously widespread fixed rule of \u201emaximum 25 % of the fixed term\u201c has been dropped as a binding guideline. Longer probationary periods are now also possible in principle - provided the circumstances of the individual case justify them.<\/li>\n<\/ul>\n<p><\/p>\n<h2>Which criteria will be decisive in the future<\/h2>\n<p style=\"text-align:justify;\">For a probationary period to be effective within the meaning of the BAG, the following factors should be meaningfully interrelated:<\/p>\n<ul>\n<li style=\"text-align:justify;\"><strong>Duration of the time limit:<\/strong> In the case of very short fixed-term contracts, a long probationary period is likely to be problematic. In the case of medium or longer fixed-term contracts, a longer probationary period may be justified.<\/li>\n<li style=\"text-align:justify;\"><strong>Type and complexity of the activity:<\/strong> The more demanding the tasks and the more extensive the induction, the more justification there is for a longer probationary period.<\/li>\n<li style=\"text-align:justify;\"><strong>Training plan and actual effort:<\/strong> Documented phases of induction, training courses and comprehensive induction documents can serve as evidence that a longer probationary period is appropriate.<\/li>\n<\/ul>\n<p><\/p>\n<h2>What happens if the probationary period is too long?<\/h2>\n<p style=\"text-align:justify;\">A disproportionately long probationary period is effectively null and void. The consequences:<\/p>\n<ul>\n<li style=\"text-align:justify;\">The short notice period agreed in the contract during the probationary period does not apply.<\/li>\n<li style=\"text-align:justify;\">However, a properly formulated notice of termination remains possible - with the regular statutory or contractual notice periods. The BAG has clarified that an inadmissible probationary period does not automatically affect the entire right of termination.<\/li>\n<li style=\"text-align:justify;\">The statutory waiting period for general protection against dismissal (Section 1 (1) of the Dismissal Protection Act - KSchG) is not shortened by an ineffective probationary period. In other words, employees retain their scope of protection.<\/li>\n<\/ul>\n<p><\/p>\n<h2>Practical tips for employers and employees<\/h2>\n<p><\/p>\n<h3>For employers<\/h3>\n<ul>\n<li style=\"text-align:justify;\">Be careful when drawing up fixed-term employment contracts: A longer probationary period may be permissible - but it should be well justified. A specific induction plan, documented training or structured induction by phase can help.<\/li>\n<li style=\"text-align:justify;\">Avoid reflexively agreeing a standardized probationary period (e.g. four or six months). Instead, the duration and activity should be chosen carefully.<\/li>\n<li style=\"text-align:justify;\">Make sure that - if a termination option is provided for despite the fixed term - the contract clearly regulates ordinary termination after the probationary period.<\/li>\n<\/ul>\n<p><\/p>\n<h3>For employees<\/h3>\n<ul>\n<li style=\"text-align:justify;\">A long probationary period is not automatically invalid - but it is worth checking. If in doubt, it is worth checking whether the agreed probationary period is in relation to the fixed-term contract and the job.<\/li>\n<li style=\"text-align:justify;\">If notice of termination is given during the probationary period, it may be deemed to be a regular termination with a longer notice period if the probationary period is disproportionate.<\/li>\n<li style=\"text-align:justify;\">Keep in mind that the general protection against dismissal also applies in the event of an ineffective probationary period.<\/li>\n<\/ul>\n<p><\/p>\n<h2>Conclusion<\/h2>\n<p style=\"text-align:justify;\">With its ruling of October 30, 2025, the Federal Labor Court has introduced more flexibility into the design of probationary periods for fixed-term employment contracts - and at the same time more responsibility and planning for employers. There is no longer a rigid \u201e25 percent rule\u201c; what is permissible is what is proportionate in the individual case. For employees, this means that long probationary periods are permissible, but not automatically unassailable. Clear documentation of induction requirements - and transparent communication between employer and employee - is recommended for reliable contract drafting.<\/p>","protected":false},"excerpt":{"rendered":"<p>In its ruling of October 30, 2025 (case no. 2 AZR 160\/24), the Federal Labor Court (BAG) threw the previously frequently used rule of thumb for probationary periods in fixed-term employment contracts overboard. A fixed percentage of the fixed-term duration is no longer permissible. What does this mean for employers and employees? Why this ruling is relevant Until now, many courts and employers have<\/p>","protected":false},"author":2,"featured_media":3737,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44,52],"tags":[],"class_list":["post-3736","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitsrecht","category-neuigkeiten"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>BAG-Urteil 2025: Keine feste Obergrenze f\u00fcr die Probezeit<\/title>\n<meta name=\"description\" content=\"Das Bundesarbeitsgericht (BAG) hat klargestellt, dass f\u00fcr die Probezeit in befristeten Arbeitsverh\u00e4ltnissen kein starrer Richtwert gilt.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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