The issue of dismissal during the probationary period remains relevant for both employees and employers. In the current labor market conditions, the probationary period is used as a tool to assess the suitability of a candidate for the position, as well as an opportunity for the employee to evaluate the working conditions.
At the same time, it is during this period that premature termination of labor relations most often occurs. It is important to understand that even during the probationary period, dismissal is regulated by the norms of labor legislation of Ukraine as of 2026, and neither party can act arbitrarily. Strict adherence to the procedure helps avoid conflicts, financial losses, and possible labor disputes.
What is a probationary period
A probationary period for dismissal is the period during which the employer assesses the professional skills, qualifications, and suitability of the employee for the position, while the employee familiarizes themselves with the working conditions, team, and internal rules of the enterprise. This period is established upon hiring and must be specified in the order or employment contract.
The duration of the probationary period (probationary dismissal at one's own request) depends on the position and category of the employee. As a rule, it does not exceed three months, but for certain positions it may be different. Importantly, during the probationary period, all labor rights and guarantees apply to the employee, including payment, the right to vacation, and social guarantees.
Dismissal during the probationary period: general rules
Dismissal during the probationary period can occur either at the initiative of the employer or at the request of the employee. The main feature is a simplified procedure for terminating labor relations compared to ordinary conditions.