You finally got the job offer.

After weeks or even months of applications, interviews, and waiting, you signed your employment contract and started your new job in Germany.

Then you see this in your contract:

The first six months of employment are considered a probation period.

And suddenly, you have a lot of questions.

Can my employer fire me easily? Can I take vacation? What happens if I get sick? And most importantly: What should I actually do during my probation period in Germany to successfully pass it?

Here are some of the most important things international professionals should know.

What Is the Probation Period in Germany?

The probation period, or Probezeit, is essentially a period where both sides can evaluate whether the employment relationship works.

Your employer is evaluating questions such as:

• Are you performing at the expected level?
• Are you reliable?
• How do you communicate?
• How well do you work with the team?
• Are you a good fit for the organization?

But something international professionals sometimes forget is:

You are evaluating the company too.

Do the responsibilities match what was discussed during the interview? Do you enjoy working with your manager? Does the company culture suit you? Can you imagine staying there long term?

The probation period works both ways.

How Long Is the Probation Period in Germany?

A probation period of six months is very common in Germany, although shorter periods are also possible.

During an agreed probation period of up to six months, German law generally allows the employment relationship to be terminated with a notice period of two weeks. Different contractual or collective-agreement arrangements can affect individual cases.

This makes your first months particularly important.

But it does not mean you suddenly have no employment rights.

For example, maternity protection can also apply during the probation period in an indefinite employment relationship.

So what should you actually focus on?

Mistake 1: Waiting Until the End for Feedback

One of the biggest mistakes is thinking:

“No one has complained, so I must be doing fine.”

Instead, actively ask for feedback.

For example:

“I’d love to get some feedback on how I’m doing so far. Is there anything you’d like me to do differently?”

Especially when you are working in Germany for the first time, there may be expectations around communication, independence, deadlines, and teamwork that differ from what you are used to.

Getting feedback early gives you time to adjust.

Mistake 2: Not Clarifying Expectations

Imagine your manager tells you:

“You need to take more ownership.”

What does that actually mean?

One manager might mean making decisions independently. Another might expect you to communicate more proactively or identify problems before being asked.

During your first weeks, ask questions such as:

• What does success look like in this role?
• What should I achieve during my first 30 days?
• What should I know after three months?
• Which projects are currently the highest priority?

The clearer the expectations, the easier it becomes to meet them.

Mistake 3: Saying Yes to Everything

You finally got the job, so naturally you want to make a great impression.

But saying yes to every task, deadline, project, and request can quickly become a problem.

Being a good employee does not mean accepting an unrealistic workload.

Instead, learn to prioritize professionally.

If your manager gives you several urgent tasks, you could ask:

“Which of these should I prioritize first?”

You are not refusing the work. You are making sure the most important work gets done properly.

Mistake 4: Hiding Your Mistakes

You will probably make mistakes.

You are new. You don’t know every process, system, stakeholder, or internal rule yet.

The important question is how you react.

If you notice a mistake, communicate it early and ideally come with a possible solution:

“I noticed an issue with X. This is what happened, this is the impact, and this is how I suggest we fix it.”

This can actually demonstrate something employers value highly: ownership.

Mistake 5: Ignoring the Company Culture

Doing your tasks well is important.

But your probation period is not only about your technical performance.

Pay attention to how the organization operates.

For example:

• How formal is communication?
• How direct is feedback?
• How are decisions made?
• When are you expected to work independently?
• When should you involve your team?
• Who are the important stakeholders?

You don’t need to change your personality or become best friends with everyone.

You simply need to understand how your new working environment functions.

Mistake 6: Being Afraid to Take Sick Leave or Vacation

Many international professionals worry about being sick or needing vacation during their probation period.

But being professional does not mean pretending you never get sick or need time off.

If you are sick, follow your company’s internal procedure and communicate clearly.

The same applies to vacation.

If you already know during the interview process that you have an important trip booked, it can be useful to discuss it early rather than surprising your employer after you start.

Clear communication is usually much more important than trying to appear endlessly available.

Mistake 7: Forgetting That You Are Evaluating the Company

This is one of the most important points.

Don’t spend six months only asking:

“Do they want to keep me?”

Also ask:

“Do I want to stay?”

Pay attention to potential red flags.

Maybe the responsibilities are completely different from what was discussed. Maybe there is constant unpaid overtime. Maybe your manager communicates disrespectfully. Or perhaps you simply realize that the role is not right for you.

This can be particularly difficult for international professionals who spent months trying to find a job in Germany.

You might think:

“I worked so hard to get this opportunity. I can’t give it up.”

But having a job does not automatically mean you have the right job.

What About Fixed-Term Contracts?

Be particularly careful if you have a fixed-term employment contract.

A fixed-term contract does not automatically follow exactly the same termination rules as an indefinite contract. Under German law, ordinary termination of a fixed-term employment relationship generally needs to be provided for in the individual employment contract or an applicable collective agreement. A probation period in a fixed-term contract must also be proportionate to the expected contract duration and the type of work.

That is why you should always read your specific employment contract carefully.

How to Successfully Pass Your Probation Period in Germany

If you want to simplify everything into five priorities, focus on this:

1. Understand expectations early.
2. Ask for feedback regularly.
3. Communicate proactively.
4. Build relationships and understand the company culture.
5. Keep track of your achievements.

That last point is particularly useful.

Create a simple document where you record projects you completed, problems you solved, positive feedback you received, targets you reached, or processes you improved.

When your probation review comes around, you won’t simply have to say:

“I think I’ve done a good job.”

You can show what you contributed.

And as a bonus, you already have great material for your next CV update.

Final Recommendation: You Don’t Need to Be Perfect

Starting a new job is exciting.

Starting a new job in a new country, potentially in another language and an unfamiliar working culture, can also be stressful.

Your probation period is not six months where you have to prove that you are perfect.

Think of it as a learning and evaluation period.

Learn the role. Understand your manager’s expectations. Ask questions. Request feedback. Communicate problems early. Make your progress visible.

And at the same time, check whether the company is delivering what it promised during the hiring process.

They are evaluating you, but you are evaluating them too.

Employment situations can differ depending on your contract and individual circumstances. If you are dealing with a termination or another specific legal issue, seek qualified professional advice.