Ending a trial period in France: notice periods, formalities and letter template

Quick answer

During a French trial period, either side may terminate freely, without reason or severance — but not without a notice period (délai de prévenance): for the employer, 24 h (under 8 days of presence), 48 h (8 days to 1 month), 2 weeks (after 1 month), 1 month (after 3 months); for the employee, 48 h (24 h under 8 days). The termination must be notified before the trial expires — hence a written notice by registered mail or hand delivery against signature: the notification date is what counts. Notice not respected: compensation for the employee.

1. A freedom with boundaries

The trial period lets the employer assess skills and the employee assess the job. Termination is free:

• No reason and no dismissal or resignation procedure.
• No severance (unlike dismissal).
• But never: on discriminatory grounds (health, pregnancy, origin, union activity…), on grounds unrelated to skills (a disguised redundancy makes it abusive), against a protected employee without authorisation, or during certain suspensions (work accidents).

Also check the collective agreement: it may require writing or more favourable notice.

2. The notice periods (art. L1221-25 and L1221-26)

Employer:

• under 8 days of presence: 24 hours;
• 8 days to 1 month: 48 hours;
• after 1 month: 2 weeks;
• after 3 months: 1 month.

Employee: 48 hours, reduced to 24 hours under 8 days of presence.

Presence is counted as actual time in the company, renewal included. The trial cannot be extended by the notice period: if the notice runs past the term, the termination stands but the employer owes the compensation (wages plus paid leave for the missing notice), except for gross misconduct.

3. Notify cleanly

• Before the trial expires: the notification must occur before the deadline (hand delivery is immediate).
• In writing: registered mail with proof of receipt or delivery against signature — essential to date the termination and start the notice.
• Without reasons: write no ground; a clumsy justification can requalify the termination as a dismissal without cause.

4. Trial period termination letter template

Subject: Termination of the trial period — contract of [date]

Dear Sir or Madam,

[Employer] We hereby notify you of the termination of your trial period, in accordance with article L1221-25 of the Labour Code. Given your length of presence, the notice period of [24 h / 48 h / 2 weeks / 1 month] runs from the presentation of this letter; your contract will end on [date]. Your final settlement, work certificate and France Travail attestation will be made available to you.

[Employee] I hereby notify you of the termination of my trial period, in accordance with article L1221-26 of the Labour Code. I will observe the notice period of [24/48] hours; my contract will therefore end on [date].

Yours faithfully,

[Date — Signature]

The notification date is everything: MaisonMail can print and dispatch your letter through an available registered service. Origin market, delivery times, tracking and the proof-of-receipt slip are confirmed before payment. See also: end-of-contract documents.

5. After the termination

• End-of-contract documents: work certificate, final settlement, France Travail attestation — owed whichever party terminated.
• Unemployment benefit: termination by the employer normally opens entitlement; termination by the employee follows resignation rules, with exceptions (fewer than 65 days worked after a legitimate resignation, etc.).
• Contesting: an employee alleging an abusive or discriminatory termination goes to the labour tribunal (conseil de prud'hommes).

6. Common mistakes

• Notifying after the trial expires: the termination becomes an ordinary dismissal (or resignation).
• "Extending" the trial to absorb the notice: prohibited.
• Giving reasons unnecessarily and weakening your position.
• Ignoring the collective agreement (form, notice, renewal).
• Terminating during a work-accident suspension or on discriminatory grounds.

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In short: ending a trial period is free but on the clock — written notification before the term, notice of 24 h to 1 month depending on presence (48 h for the employee), compensation if notice is missing. No reasons, no discrimination, and a dated paper trail: registered mail or signed receipt.