Probezeit: what actually changes
Probation is not a legal void. It is a period with shorter notice and higher social uncertainty—two different problems.
Expat chats often claim you have “no rights” in Probezeit. That framing scares people into silence. German labor law basics for newcomers start instead with what still applies: working time limits, discrimination protections, and agreed pay.
Notice is the loudest change
Many contracts set a two-week notice period during probation. Check your own wording; do not rely on a friend’s startup template. Calendar the earliest date a notice could land so travel and housing decisions stay grounded.
Feedback is cultural, documentation is personal
Some managers schedule mid-probation talks; others stay quiet until week eleven. Keep a light private log of goals, delivered work, and unanswered requests for clarity. You are not building a lawsuit file—you are preparing for an adult conversation.
Vacation myths
Accrual and approval practices vary. “You cannot take leave in Probezeit” is often policy folklore, not statute. Ask HR how requests are handled and get the answer in writing if your travel is already booked.
When silence is a signal
If responsibilities keep shifting without a revised role description, raise it early. Employment consultations in Germany frequently prevent worse endings simply by naming the mismatch while both sides still have options.
Want structured practice? The Probezeit module inside German Employment Foundations includes sample review agendas you can adapt.