Dutch law permits a probationary period of one month for fixed-term contracts shorter than two years, and a maximum of two months for permanent or longer fixed-term contracts. The trial period must be agreed in writing and must be equal in length for both parties. No probation is allowed in contracts of six months or less.
During probation, either party may terminate with immediate effect without cause or notice, and without UWV permission or court approval. The probation review is therefore a critical checkpoint, usually scheduled around week three or week six, in which the manager and new hire discuss fit, performance, and mutual expectations.
Employers should document the outcome clearly. If termination is based on a discriminatory ground, the decision can still be challenged. Where the review is positive, the conversation transitions into goal setting and integration into the regular review cycle.