# Provanställning vs periodo di prova: probation in Italy for Nordic employers

> Swedish and Italian probation both run up to six months. The Italian version has stricter form rules and ends without notice. What to set up before day one.

Nordic managers like probation. It gives both sides time to see whether the hire works before the full employment protection applies. Sweden allows probationary employment of up to six months, and an employer that ends it must give at least two weeks' notice ([Business Sweden](https://www.business-sweden.com/497a82/contentassets/582cb98533254f61bce11da9af436cf8/2026/employing-staff---contracts-and-conditions-2026.pdf), [Øresunddirekt](https://oresunddirekt.dk/en/working-in-sweden/when-you-stop-working/termination-of-employment-in-sweden/)). Norway allows a trial period of up to six months as well.

Italy has the same tool, the *periodo di prova*. The maximum length is similar. The way it is set up, and the way it ends, are not.

## What it is

The Italian probation period is the first phase of an employment contract, usually an open-ended one. The employee is a full employee from day one: pay, contributions, holiday accrual, health and safety all apply. Probation is not a lighter category of worker, just as provanställning is not.

## The form rule

This is where Nordic companies slip. In Italy, probation exists only if it is written into the contract and signed before work starts. A clause that is missing, or signed after the first working day, is generally void. The employee then has full dismissal protection from the start.

The clause should also describe the tasks that are being tested. A clause that names no duties can be challenged, and if the job changes after hiring, the clause may not cover the new duties.

In Sweden the risk of a sloppy probation clause is that the job becomes permanent. In Italy the result is similar, but it happens more easily, because the formal requirements are stricter.

## How long

National law sets an outer limit, and the applicable collective agreement (CCNL) sets the working maximum for each level. Senior roles usually get longer periods than junior ones, up to about six months. The contract cannot go beyond what the CCNL allows, and the same title can carry a different maximum under a different agreement.

## Ending it

Here Italy is more flexible than Sweden. During the probation period either side can usually end the contract without notice, and the employer does not need to show the grounds required later. There is no two-week notice as in Sweden.

It is still not a free pass:

- the reason cannot be discriminatory or retaliatory;
- the trial must be real: if the person never had a fair chance to do the tasks named in the contract, a court may find the termination unjustified;
- protected situations such as pregnancy limit the employer's freedom;
- leaving someone without work and then ending the trial invites a dispute.

A clear, documented decision inside the window is low risk. The risk grows when the reason looks unrelated to performance.

## When probation ends

If nobody acts by the last day, the employment confirms automatically, and the time counts toward seniority. From then on the full Italian dismissal framework applies: a valid reason, a procedure and usually notice.

So the logic is the same as in Sweden. Flexibility sits at the start and then largely disappears. What differs is the margin for error: in Italy there is no notice period to soften a late decision, and silence is the decision.

## Practical steps

- Identify the CCNL and the maximum probation for the level before drafting.
- Put the clause in the contract and get it signed before day one.
- List the tasks the trial covers.
- Give real work and real feedback from the first week; Nordic one-to-ones fit well here.
- Hold a documented review well before the end date, not in the final days.
- Decide in time.

## With an employer of record

With an Employer of Record (EOR), the EOR is the legal employer and drafts the clause under the right CCNL. You run the work and the evaluation. In practice the decision is shared, so agree the review dates at the start. We put them in the onboarding plan.

## Questions we hear from Nordic companies

**Can we extend probation if we are unsure?**
Only within the CCNL maximum and, in general, not beyond it. Decide within the window. If you cannot decide, that is often a decision in itself.

**Does probation work for a fixed-term contract?**
Yes, proportionate to the contract length and within CCNL limits.

For the other differences between Swedish and Italian employment, read [Italy vs Sweden](/italy-vs-sweden.html). To price the hire, use the [cost calculator](/calculator.html).

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Source: https://italyteams.com/articles/probation-provanstallning-vs-italian-periodo-di-prova.html · 2026-10-07