Generally, the first six months of employment constitute probation. Nonetheless, the parties can agree to a shorter term. There are certain sectors of employment where different terms apply as in the case of a contract of service, a collective agreement, in respect of employees holding technical, executive, administrative or managerial posts and whose wages are at least double the minimum wage established in that year, such probation period is of one year unless otherwise agreed (for a shorter period).
During a probation period one party may terminate the employment without giving a reason subject to a one week notice if the employment has exceeded one month. However should the employee be pregnant upon termination, the employer is obliged to give a justified reason for the dismissal which is unrelated to the pregnancy.