Is there a probationary period for employees in Israel?

Because there is no statutory probation, the legal effect of an agreed trial period is narrower than many foreign employers expect. From day one the employee is entitled to minimum wage, mandated social benefits, annual leave and sick leave accrual, and protection from discriminatory or bad-faith dismissal. What a probation clause typically does is set a shorter contractual notice period during the trial and signal that performance is being assessed. Even then, an employer must conduct a genuine pre-dismissal hearing (shimua) before ending the employment, including during a trial period, and dismissing for a prohibited reason such as pregnancy, union activity, or discrimination remains unlawful. The basics every contract should cover appear in Employment Contracts in Israel for Foreign Workers.

For foreign companies hiring in Israel, treating the first months as an at-will probation is a common and risky error. Severance generally crystallizes at one year, so timing a dismissal close to that anniversary attracts scrutiny and can expose the employer to a claim of bad faith. Notice obligations apply throughout, measured in days during an early period and rising to a full month for established employees. Document performance, follow the hearing procedure, and check whether a sector extension order imposes its own trial terms. The wider statutory framework is set out in Israeli Employment Law for Foreign Companies and Expats.

From the full guide: Employment Contracts in Israel for Foreign Workers and Expats

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