Even if a worker is on probation, he may complain for reasons other than dismissal, for example: if a union member who is employed in the collective agreement, he cannot have a trial period (in his individual terms) incompatible with the collective agreement. If, for example.B. in the collective agreement, it is stipulated that a worker cannot be employed during a trial period, he cannot have a trial period in his individual form. The employer is not obliged to indicate the reasons for dismissal or to give the worker the opportunity to speak before the dismissal during a trial period, but it is good practice to tell the worker why he is fired and the employer must give a reason if the worker requests it. If the trial period is not going well and the employer decides to dismiss the employee, the employee must inform the worker that he or she is being dismissed. In such cases, the worker may make a personal complaint against the employer and the employment agency may invalidate the probation period. If the employer does not notify the employee before the end of the probation period, he is no longer tried and his employment continues. An employer with 19 employees or less may be granted a trial period of up to 90 days, provided that this is agreed in the written employment contract before the worker starts working. Case study, for example, of a trial period that has been deemed invalid (external link) As of May 6, 2019, only an employer with 19 or fewer employees (at the beginning of the date of signing the employment contract) can employ a new employee during a trial period for the first 90 days of the schedule of his or her employment. Our Builder Employment Contract can help you write a test time rule for an employment contract. The placement is available to workers and employers at all times.