Termination of a trial period and notice period

An employer who wishes to end an employee’s probationary period must, in fact, respect a “notice period” whose duration varies according to his time of presence in the company. Thus, your employee being present in your company for more than a month, you must warn him of the termination of his trial period 2 weeks before.

In the event of non-compliance with the notice period, i.e., if this 2-week period ends after the expiry date of the employee’s trial period, you will then have to pay his wages and benefits that he would have received if he had worked during the entire period. But be careful, in this case, your employee must not come to work in your company after the last day of his trial period! Because the termination of his employment contract after this date would require a dismissal, a contractual termination, or a resignation.