{"id":4211,"date":"2012-06-11T09:06:45","date_gmt":"2012-06-11T09:06:45","guid":{"rendered":"https:\/\/gregorydamy.niceavocats.fr\/?p=4211"},"modified":"2023-09-01T07:12:19","modified_gmt":"2023-09-01T07:12:19","slug":"can-i-freely-end-an-employees-trial-period","status":"publish","type":"post","link":"https:\/\/gregorydamy.niceavocats.fr\/en\/can-i-freely-end-an-employees-trial-period\/","title":{"rendered":"Can I freely end an employee’s trial period?"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.19.5″ _module_preset=”default” background_enable_mask_style=”on” background_mask_style=”wave” background_mask_color=”rgba(0,0,0,0.08)” custom_padding=”||6px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_circle_counter title=”Estimated reading time (in minutes)” number=”1″ percent_sign=”off” _builder_version=”4.19.5″ _module_preset=”default” title_font=”Amiri||||||||” max_width=”137px” global_colors_info=”{}”][\/et_pb_circle_counter][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/gregorydamy.niceavocats.fr\/wp-content\/uploads\/2012\/06\/man-593333_1280-2.jpg” title_text=”man-593333_1280-2″ _builder_version=”4.21.0″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” alt=”p\u00e9riode d’essai ” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.21.0″ _module_preset=”default” text_font=”Amiri||||||||” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

The\u00a0<\/span>trial period<\/span><\/a>\u00a0allows you to evaluate the employee’s skills in their work before hiring them.\u00a0We can sometimes even renew it.\u00a0But can we put an end to it without justification?<\/span><\/p>\n

Yes, in principle<\/span><\/strong>
As the rules of dismissal are not applicable to termination of the trial period, the employer can, in principle, end it without having to justify a real and serious cause.\u00a0However, the employer must check that the collective agreement does not provide for specific clauses for terminating a trial period.\u00a0Any termination that occurs outside of these clauses would be considered unfair.<\/span>
No particular formality is provided for terminating a trial period, and the employer can therefore warn his employee verbally or in writing.\u00a0However, it is strongly recommended to keep a written record.\u00a0Furthermore, he must do so explicitly and clearly express to his employee the end of the trial period.In the event that the employer invokes a disciplinary reason, he must respect the disciplinary procedure.<\/span><\/p>\n

Is there a notice period required?<\/span><\/strong>
Yes, the employer must respect a notice period when ending an employee’s trial period.\u00a0Thus, in the event of a termination at the initiative of the employer, the employee benefits from a notice period of 24 hours for less than 8 days of presence;\u00a048 hours of notice between 8 days and 1 month of presence;\u00a0and one month’s notice after 3 months of presence.\u00a0These deadlines also apply in the context of a fixed-term contract if the trial period goes beyond 8 days.\u00a0Collective agreements sometimes provide for longer notice periods.\u00a0They must be respected.\u00a0In the context of a termination for disciplinary reasons, the rules of the disciplinary procedure must apply.<\/span><\/p>\n

What precautions should you take?<\/span><\/strong>
The trial period must have served to properly assess the employee’s skills, otherwise the termination of the trial period may be considered abusive.\u00a0Likewise, when ending a trial period, attention must be paid to discriminatory reasons such as illness or pregnancy: for example, if an employee fell ill during the trial period, he Care must be taken to ensure that the real reason for terminating the trial period is not linked to their state of health.\u00a0If the employee is protected, the termination must be previously authorized by the labor inspector.\u00a0In the event of the employee’s incapacity, a reclassification search procedure must be initiated and the employee dismissed for incapacity.<\/span><\/p>\n

The risks incurred in the event of abuse<\/span><\/strong>
A termination of a trial period based on discriminatory reasons or for non-compliance with a protective status may result in industrial tribunal action.\u00a0The employee can seek damages for the harm suffered if the judges consider that the termination occurred under abusive conditions of haste or culpable carelessness.\u00a0If the reason is deemed discriminatory, the termination will be considered void, and the employee will be reinstated to his or her original position.\u00a0The employer must pay all remuneration due between the date of termination of the employment contract and the date of the employee’s reintegration into the company.\u00a0<\/span><\/p>\n

DAMY Law Firm<\/span><\/a>\u00a0.\u00a0<\/span><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.20.2″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

The\u00a0trial period\u00a0allows you to evaluate the employee’s skills in their work before hiring them.\u00a0We can sometimes even renew it.\u00a0But can we put an end to it without justification? Yes, in principleAs the rules of dismissal are not applicable to termination of the trial period, the employer can, in principle, end it without having to justify […]<\/p>\n","protected":false},"author":2,"featured_media":36339,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"The trial period allows you to assess the skills of the employee in his work before hiring him. Sometimes it can even be renewed. But can it be terminated without justification?\r\n\r\nYes, in principle\r\n\r\nAs the dismissal rules are not applicable to the termination of the trial period, the employer can, in principle, terminate it without having to justify a real and serious cause. Nevertheless, the employer must check that the collective agreement does not provide for specific clauses to end a trial period. Any breach that would occur outside of these clauses would be considered abusive.\r\n\r\nNo particular formalism is provided for breaking a trial period, and the employer can therefore warn his employee verbally or in writing. However, it is strongly advised to keep a written record. Moreover, he must do so explicitly and clearly express to his employee the termination of the trial period. If the employer invokes a disciplinary reason, he must respect the disciplinary procedure.\r\n\r\nIs there a notice period?<\/strong>\r\n\r\nYes, the employer must respect a notice period when ending an employee's trial period. Thus, in the event of termination at the initiative of the employer, the employee benefits from a notice period of 24 hours for less than 8 days of presence; 48 hours' notice between 8 days and 1 month of presence; and one month's notice after 3 months of presence. These deadlines also apply in the context of a CDD if the trial period goes beyond 8 days. Collective agreements sometimes provide for longer notice periods. They must be respected. In the context of termination for disciplinary reasons, the rules of disciplinary procedure must apply.\r\n\r\nWhat precautions to take?<\/strong>\r\n\r\nThe trial period must have been used to properly assess the employee's skills, otherwise, the termination of the trial period may be considered abusive. Similarly, when ending a trial period, attention must be paid to the discriminatory reason such as illness or pregnancy: for example, if an employee fell ill during the trial period, he care must be taken that the real reason for breaking the trial period is not related to his state of health. If the employee is protected, the termination must be authorized in advance by the labor inspector. In case of incapacity of the employee, it will be necessary to start a procedure of search for reclassification and to dismiss him for inaptitude.\r\n\r\nThe risks incurred in the event of abuse<\/strong>\r\n\r\nTermination of the trial period based on discriminatory reasons or for non-compliance with a protective status may result in labor court action. The employee may seek damages for the damage suffered if the judges consider that the termination occurred under abusive conditions of haste or blameworthy levity. If the reason is judged to be discriminatory, the termination will be considered void, and the employee will be reinstated in his original position. The employer must pay all the remuneration due between the date of the termination of the employment contract and the date of the reintegration of the employee into the company.","_et_gb_content_width":"","footnotes":""},"categories":[308],"tags":[],"class_list":["post-4211","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law"],"yoast_head":"\nCan I freely end an employee's trial period? - Soci\u00e9t\u00e9 d'avocats Damy<\/title>\n<meta name=\"description\" content=\"Can I freely end an employee's trial period? 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