Probationary period.

A labour agreement may specify a necessity for a probationary period, which is required to test skills and abilities of an employee to determine whether an employee fits the occupied position. A probationary period cannot be set for the following categories of people:

- people who are employed after a competition on the offered job position was performed according to the regulations of law;
- pregnant women;
- minors;
- people who have just completed their professional education and getting their first job;
- people who are elected (chosen) to a paid position that requires an election; and
- people who are invited to a job after transition from a different employer according to an agreement between employers.

A probationary period cannot exceed three months. However, for chief executives, head accountants and their deputies, chief executives of a branch or a representative office or other separate structural unit of the organisation may be subject to a probationary period for up to six months.

An employer can terminate a labour agreement before the probationary period expires without payment of severance and with only three days notice. An employer must state reasons for considering the results of a probationary period unsatisfactory. If an employee is not satisfied with the decision he/she can appeal to court.

If the probationary period has expired and the employee continues working, the results of a probationary period are considered positive and termination of the labour agreement is possible only under general procedure.

If an employee decides that the offered job is not suitable for him during a probationary period, he/she is entitled to terminate the agreement at any time and without explanation of his/her reasons.

 

 

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