Trial period for an employee
Verified 12 August 2026 - Entreprendre Service Public / (Prime Minister)
The probationary period allows the employer to assess the employee's skills before he or she is permanently or temporarily hired. The probationary period also allows the future employee to assess the functions he will occupy in the company. We explain the regulations according to whether the contract is a CDI: titleContent, one CDD: titleContent or a temporary (temporary) employment contract.
CDI
No, the trial period is not mandatory.
However, the employee must complete a trial period if it is provided for in his employment contract or letter of commitment.
Warning
The trial period shall be distinguished from the professional essay and probationary period.
If the employee has completed a trial period in a CDD and the latter converts into a CDI in the same company, the employer may ask the employee to complete a new trial period. The duration of the CDD is then deducted from the test period possibly provided for in the CDI.
The duration of the probationary period varies according to the employee's qualifications:
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Employee or worker
Initial duration of the trial period
The duration maximum legal of the initial trial period of a CDI is 2 months.
One collective agreement or the employment contract may provide for a shorter duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Example :
A 2-month trial period that begins on March 13 must end on the following May 12 at midnight (even if the latter day falls on a Sunday or holiday).
Renewal of the trial period
The trial period is renewable 1 time.
It is therefore 4 months maximum if the 3 conditions following are united :
- The renewal of the trial period is provided for by extended branch agreement
- The fact that it can be renewed is clearly indicated in the employment contract or the letter of commitment
- The employee has given his consent to renew the trial period, during the initial trial period, in writing or by email.
A simulator provides an answer based on the collective agreement to which the company is attached:
Whether the trial period can be renewed
The employer cannot impose an initial trial period of 4 months on the employee from the outset. The initial trial period should first be 2 months, and then be renewed thereafter to reach a maximum of 4 months.
Master's Officer or Technician
Initial duration of the trial period
The duration maximum legal of the initial trial period of a CDI is 3 months.
One collective agreement or the employment contract may provide for a shorter duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Example :
A 3-month trial period that begins on March 15 must end on the following June 14 at midnight (even if the latter day falls on a Sunday or holiday).
Renewal of the trial period
The trial period is renewable once.
It is therefore 6 months maximum, if the 3 conditions following are united :
- The renewal of the trial period is provided for by extended branch agreement
- The fact that it can be renewed is clearly indicated in the employment contract or the letter of commitment)
- The employee has given his consent to renew the trial period, during the initial trial period, in writing or by email.
A simulator provides an answer based on the collective agreement to which the company is attached:
Whether the trial period can be renewed
The employer cannot impose an initial trial period of 6 months on the employee from the outset. The initial trial period should first be 3 months, and then be renewed thereafter to reach a maximum of 6 months.
Frame
Initial duration of the trial period
The duration maximum legal of the initial trial period of a CDI is 4 months.
One collective agreement or the employment contract may provide for a shorter duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Example :
A 4-month trial period that begins on March 15 must end on the following July 14 at midnight (even if the latter day falls on a Sunday or holiday).
Renewal of the trial period
The trial period is renewable once.
It is therefore 8 months maximum, if the 3 conditions following are united :
- The renewal of the trial period is provided for by extended branch agreement
- The fact that it can be renewed is clearly indicated in the employment contract or the letter of commitment)
- The employee has given his consent to renew the trial period, during the initial trial period, in writing or by email.
A simulator provides an answer based on the collective agreement to which the company is attached:
Whether the trial period can be renewed
The employer cannot impose an initial trial period of 8 months on the employee from the outset. The initial trial period should be 4 months and then renewed thereafter to a maximum of 8 months.
A simulator provides information on what the collective agreement in force in the company stipulates regarding the maximum length of a trial period:
Know what the collective agreement provides regarding the maximum duration of a probationary period
The remuneration paid during the probationary period shall be that fixed in the employment contract.
The employer or employee may terminate the employment contract during the probationary period.
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The employer terminates the employment contract
The employer who wishes to break the probationary period must notify the employee, before leaving the company, within a period known as thoughtfulness.
This notice period is applicable if the employee's employment contract includes a trial period of at least 1 week.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
Between 8 days and 1 month of presence | 48 hours |
Between 1 month and 3 months of presence | 2 weeks |
After 3 months presence | 1 month |
Due to the length of the preventative period, the trial period cannot be extended.
If the statutory notice period is not respected, the employer must pay the employee a compensatory indemnity. Its amount (compensatory allowance for paid leave is equal to the amount of wages and benefits that the employee would have received if he had worked until the end of the notice period.
FYI
The termination of the probationary period by the employer may be considered abusive by the Labor Court (CPH) if the reason for the termination is not related to the employee's skills.
The employer shall give the employee the end of contract documents at the end of the notice period.
The employee terminates the employment contract
Procedure
During the probationary period, the employee may break up freely his employment contract.
No special procedure is not imposed on the employee who wishes to break the employment contract during the probationary period.
There is no formalism.
To avoid any dispute, the employee can notify the employer of his decision by letter with RAR: titleContent or by email with acknowledgement of receipt request.
Deadline for preventive action
An employee who wishes to terminate his employment contract during the probationary period must notify the employer, before leaving the company, within a period known as thoughtfulness.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
At least 8 days | 48 hours |
The termination of the employment contract during the probationary period by the employee does not entitle him to unemployment benefit, but there are exceptions.
At the end of the probationary period, and in the absence of an early termination, the employment relationship continues automatically between the employee and the employer.
CDD
No, the trial period is not mandatory.
However, the employee must complete a trial period if it is provided for in his employment contract or letter of commitment.
Warning
The trial period shall be distinguished from the professional essay and probationary period.
The duration of the probationary period varies according to the duration of the employee's employment contract:
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CDD up to 6 months
The duration of the trial period of a CDD up to 6 months is calculated at the rate of one day per week and within a time limit maximum legal from 2 weeks.
The collective agreement or a usage may provide for a shorter duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Example :
A 2-week trial period that begins on May 3 must end on the following May 16 at midnight (even if the latter day falls on a Sunday or holiday).
Warning
Unlike the trial period of a CDI, it is not possible to renew the trial period of a CDD, even if the employee and the employer agree.
CDD greater than 6 months
The duration of the trial period of a CDD greater than 6 months is calculated at the rate of one day per week and within a time limit maximum legal from 1 month.
The collective agreement or a usage may provide for a shorter duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The statement is made in the same way if the employee works full-time or part-time.
Example :
A 1-month trial period that begins on May 3 must end on the following June 2 at midnight (even if the latter day falls on a Sunday or holiday).
Warning
Unlike the trial period of a CDI, it is not possible to renew the trial period of a CDD, even if the employee and the employer agree.
CDD without a specific term
If the employee's CDD does not include precise term, a duration minimum the probationary period must be provided for in the employment contract.
The duration of the test period is then calculated as a function of this minimum duration.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Warning
Unlike the trial period of a CDI, it is not possible to renew the trial period of a CDD, even if the employee and the employer agree.
The remuneration paid during the probationary period shall be that fixed in the employment contract.
The employer or employee may terminate the employment contract during the probationary period.
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The employer terminates the employment contract
The employer who wishes to break the probationary period must notify the employee, before leaving the company, within a period known as thoughtfulness.
This notice period is applicable if the employee's employment contract includes a trial period of at least 1 week.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
Between 8 days and 1 month of presence | 48 hours |
Between 1 month and 3 months of presence | 2 weeks |
After 3 months presence | 1 month |
Due to the length of the preventative period, the trial period cannot be extended.
If the statutory notice period is not respected, the employer must pay the employee a compensatory indemnity. Its amount (compensatory allowance for paid leave is equal to the amount of wages and benefits that the employee would have received if he had worked until the end of the notice period.
FYI
The termination of the probationary period by the employer may be considered abusive by the Labor Court (CPH) if the reason for the termination is not related to the employee's skills.
The employer shall give the employee the end of contract documents at the end of the notice period.
The employee terminates the employment contract
Procedure
During the probationary period, the employee may break up freely his employment contract.
No special procedure is not imposed on the employee who wishes to break the employment contract during the probationary period.
There is no formalism.
To avoid any dispute, the employee can notify the employer of his decision by letter with RAR: titleContent or by email with acknowledgement of receipt request.
Deadline for preventive action
An employee who wishes to terminate his employment contract during the probationary period must notify the employer, before leaving the company, within a period known as thoughtfulness.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
At least 8 days | 48 hours |
The termination of the employment contract during the probationary period by the employee does not entitle him to unemployment benefit, but there are exceptions.
At the end of the probationary period, and in the absence of an early termination, the employment relationship continues automatically between the employee and the employer.
Acting
No, the trial period is not mandatory.
However, the employee must complete a trial period if it is provided for in his employment contract or letter of commitment.
Warning
The trial period shall be distinguished from the professional essay and probationary period.
The duration of the probationary period varies according to the duration of the employee's employment contract:
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Contract of 1 month maximum
The duration of the trial period shall be fixed by treaty provisions.
In the absence of provisions, the trial period shall be 2 days maximum.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Contract between 1 month and 2 months
The duration of the trial period shall be fixed by treaty provisions.
In the absence of provisions, the trial period shall be 3 days maximum.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
Contract longer than 2 months
The duration of the trial period shall be fixed by treaty provisions.
In the absence of provisions, the trial period shall be 5 days maximum.
The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).
The trial period starts on the 1ster working day. It cannot be shifted.
The calculation is made in the same way if the employee works full or part-time.
The remuneration paid during the probationary period shall be that fixed in the employment contract.
The employer or employee may terminate the employment contract during the probationary period.
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The employer terminates the employment contract
The employer who wishes to break the probationary period must notify the employee, before leaving the company, within a period known as thoughtfulness.
This notice period is applicable if the employee's employment contract includes a trial period of at least 1 week.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
Between 8 days and 1 month of presence | 48 hours |
Between 1 month and 3 months of presence | 2 weeks |
After 3 months presence | 1 month |
Due to the length of the preventative period, the trial period cannot be extended.
If the statutory notice period is not respected, the employer must pay the employee a compensatory indemnity. Its amount (compensatory allowance for paid leave is equal to the amount of wages and benefits that the employee would have received if he had worked until the end of the notice period.
FYI
The termination of the probationary period by the employer may be considered abusive by the Labor Court (CPH) if the reason for the termination is not related to the employee's skills.
The employer shall give the employee the end of contract documents at the end of the notice period.
The employee terminates the employment contract
Procedure
During the probationary period, the employee may break up freely his employment contract.
No special procedure is not imposed on the employee who wishes to break the employment contract during the probationary period.
There is no formalism.
To avoid any dispute, the employee can notify the employer of his decision by letter with RAR: titleContent or by email with acknowledgement of receipt request.
Deadline for preventive action
An employee who wishes to terminate his employment contract during the probationary period must notify the employer, before leaving the company, within a period known as thoughtfulness.
The minimum notice period varies according to the length of the employee's presence in the company:
Length of employee's presence in the company | Deadline for preventive action |
|---|---|
Less than 8 days | 24 hours |
At least 8 days | 48 hours |
The termination of the employment contract during the probationary period by the employee does not entitle him to unemployment benefit, but there are exceptions.
At the end of the probationary period, and in the absence of an early termination, the employment relationship continues automatically between the employee and the employer.
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Administrative information by telephone - Allô Service Public
For more information on this subject, you can contact Allô Service Public.
Please note: the service does not have access to users' personal files and therefore cannot provide information on their progress.
He does not respond questions concerning unemployment compensation and the approach to the France Labor (formerly Job center), public servants or contract workers of the fCivil Service, the amount or payment of contributions social, wage or employer.
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The informants who answer you belong to the ministry responsible for labor.
General provisions
Employee in CDD
Employee on a temporary contract
Trial period count (part-time employee)
Trial period of an employee in CDI after a CDD
Modèle de document
Simulateur