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Termination

"We're extending your probation by three months."

Shortly before probation ends, the company wants to extend it.

§ 20 BBiG / § 25 BBiG

The boss may NOT do that
Four months maximum — extension only after a long interruption.
Probation must last at least one and at most four months (§ 20 BBiG). A longer probation or an extension beyond four months is not allowed, and agreements to that effect are void (§ 25 BBiG). Case law recognises only one exception: if the training was substantially interrupted during probation (e.g. long illness, more than a third of the probation) and the contract says it is then extended, it can run longer by the length of the interruption. "We're not sure yet" is not enough. After probation, the company can only terminate for good cause.

What the law says

§ 20 BBiG – Probation
The training relationship begins with probation. It must be at least one month and at most four months.
§ 25 BBiG – Mandatory
An agreement deviating from these provisions to the trainee's disadvantage is void.

What you can do

  1. Work out when your probation ends according to the contract.
  2. Do not sign an extension if there was no long interruption.
  3. Ask what specifically should be improved — and work on it.
  4. If unsure: call the IHK/HWK training advisers.
Email template for your trainer

More cases: Termination