One of the most important benefits offered to those seeking employment in Germany through the German Chancenkarte (Opportunity Card) is the chance to work on a trial basis with potential employers.

In German, this practice is often Probebeschäftigung or, in everyday usage, Probearbeit .

Opportunity Card holders are not only required to attend job interviews. Under certain conditions, they can also work actively alongside the employer;

professional knowledge,

technical competence,

workplace adaptation

working method

and can demonstrate suitability for the position.

Article 20a/2 of the German Residence Act (Aufenthaltsgesetz (AufenthG)), which will be in force in 2026, explicitly regulates this right.

Accordingly, the first job search Opportunity Card holder:

Each employer allows a maximum of two weeks of trial work.

However, not all types of work fall under the category of "Probearbeit".

The trial study;

It should be geared towards qualified employment,

being geared towards vocational training

or

It should be an appropriate qualification measure regarding the recognition of foreign professional qualifications

is necessary.

Therefore, from the perspective of the Opportunity Card holder;

"In Germany, I can work for two weeks at any workplace I want."

There is no such unlimited right.

Probearbeit is a tool that supports the transition to qualified employment or professional development, which is the main purpose of Chancenkarte.

What is Probearbeit in the German Opportunity Card?

Probearbeit is a practice that allows employers and candidates to evaluate each other not only in an interview setting but also in real working conditions.

For example;

A software company assesses the technical skills of a software developer candidate

a machine manufacturer's engineer's knowledge of the production process,

a technical service company's technician's practical skills

They might want to see you in action.

A special legal provision has been created for this within the Opportunity Card system.

According to the Federal Government's official Chancenkarte guidelines, a job-seeking Opportunity Card holder can undertake a trial period of up to two weeks for each employer as part of the job search process .

This practice is particularly important for individuals who have received education and experience outside of Germany, as it allows them to present themselves to German employers.

What is the maximum number of days a trial work can be done?

Time limit in the law:

A maximum of two weeks

It has been organized as follows.

Moreover, this period:

separately for each employer

is being implemented.

Article 20a/2 of the AufenthG law uses the expression “jeweils höchstens zwei Wochen” for Probebeschäftigung. The Federal Government also explicitly states this “maximum of two weeks per employer” .

Therefore;

Employer A will be working with you for 2 weeks

Employer B will be working with me for 2 weeks

Employer C will be working with you for 2 weeks

In principle, it is possible to conduct separate trial studies with different employers in this manner.

Is it possible to work on a trial basis for more than a month with the same employer?

Based on the special Probebeschäftigung right under §20a/2 of the Opportunity Card:

No.

For the same employer, the statutory upper limit is two weeks.

For example, the employer;

"Two weeks weren't enough, let's offer another month of free trial."

This coursework can no longer be explained by the two-week special Probearbeit right in §20a/2.

For the individual to continue working, the activity must either be structured in accordance with the Chancenkarte's normal 20-hour part-time work entitlement, or a transition to a suitable work session should be considered if qualified work has been found.

Therefore, the employer's use of the word "trial" does not negate the legal time limit.

Is Probearbeit (Proofreading) Applicable to Every Job?

No.

This is one of the most important details of the Chancenkarte system.

AufenthG §20a/2 requires that the trial study serve one of three purposes.

Probearbeit:

1. It could be geared towards qualified employment.
2. It could be for vocational training, or Ausbildung.
3. It may be eligible for a qualification measure relating to the recognition of foreign professional qualifications within the scope of §16d.

Therefore, the Probearbeit entitlement on the Opportunity Card is not a two-week work permit that can be used indefinitely in any unskilled job.

What does "skilled work" mean?

Following the Opportunity Card, the concept of "qualified employment – ​​qualifizierte Beschäftigung" is important in terms of transitioning to a permanent work permit.

According to the official definition of the Federal Government, qualified employment generally refers to work that requires knowledge and skills acquired through university education or qualified vocational training

Only auxiliary or semi-skilled jobs are not considered qualified employment.

For example;

engineering,

software development,

technical expertise,

technician requiring vocational training

Jobs like these could fall under this category.

However, the specific nature of the situation must also be considered.

Is Probearbeit permissible in a restaurant or cafe?

The answer to this question should depend on the nature of the job.

For example, if a person's goal a qualified chef position a trial period might be considered under appropriate conditions.

In contrast, working in any auxiliary job for only a few weeks;

“I am a Chancenkarte holder, therefore I can do Probearbeit for two weeks.”

This does not automatically fall within the scope of §20a/2.

Because the law requires the trial period to be related to qualified work, training, or appropriate recognition measures.

Are Probearbeit and the Right to Work 20 Hours the Same Thing?

No.

The Opportunity Card holder has two separate employment opportunities.

AufenthG §20a/2:

Firstly:

a maximum of 20 hours

It provides.

Secondly:

Probebeschäftigung with each employer for a maximum of two weeks

It recognizes the right.

These rights are regulated in two separate clauses in the law.

Therefore, Probearbeit should not be confused with normal part-time work.

Is Probearbeit included in the 20-hour limit?

In the legal framework, the right to 20 hours of part-time work and the two-week Probebeschäftigung (probationary work) as separate entitlements .

Therefore, legally valid Probebeschäftigung (probationary work) is not in the same category as the ordinary 20-hour part-time work entitlement.

But the critical point here is this:

The activity must truly qualify as a Probebeschäftigung (probationary experiment).

An employer's definition of normal, continuous employment;

"Let's consider this Probearbeit."

It is not possible to exceed the 20-hour limit by saying so.

The purpose, duration, and actual nature of the activity are evaluated together.

Is there a Probearbeit fee with the Opportunity Card?

This is one of the areas where the most misinformation is found online.

Probearbeit is not automatically free.

According to the official Chancenkarte guide prepared by the Federal Government for employers, the legal nature of a trial period according to the general provisions of German labor law .

If the activity 611a of the German Civil Code (BGB) , the employer has an obligation to pay wages. Standard social security rules also apply. The Federal Government also specifically notes that entitlement to wages may arise in certain other circumstances.

Therefore:

"Since it's a trial contract, the first two weeks are completely free."

There is no such rule.

How can you tell if a business relationship exists?

According to the German Civil Code BGB §611a, an employment relationship is defined as a person being in the service of another;

depending on the instructions,

determined by someone else

and within personal dependency

He defines it through his work.

The law also how the relationship is actually implemented, .

So, in the contract;

“Probearbeit”,

"attempt",

"observation"

The fact that it's written down isn't the only determining factor.

If the actual working conditions indicate an employment relationship, the legal assessment will be made accordingly. Article 611a/2 of the Turkish Code of Civil Procedure specifically regulates the employer's obligation to pay the agreed wage.

What is the difference between unpaid observation and actual work?

For example, a person;

He is observing the workplace

He meets with the employees,

He examines how the job is done

but if they are not genuinely involved in production or service

This situation can be evaluated differently from a classic paid employment relationship.

In contrast, the person;

He/She is following the assigned shift

He/She is following the employer's instructions

He/She does the same job as normal employees

It provides services to customers

it generates economic value for the company

And if it is included in the work organization, the likelihood of a genuine business relationship existing increases.

According to BGB §611a, the entire factual relationship is more important than the name itself.

Therefore, candidates who are actually required to perform normal work for long hours in particular;

"This is called Probearbeit, so there's no fee."

It may not be accurate to evaluate it in this way.

Is Social Security Covered During Probearbeit (Trial Work)?

If the activity constitutes a genuine employment relationship, then yes, the usual social security provisions also apply.

The Federal Government's official Arbeitgeber (employee) guide if an employment relationship exists with a Chancenkarte (customer card) holder under the Probebeschäftigung (probationary employment) scheme, the normal social security regulations will apply .

Therefore, an employer cannot automatically be relieved of social security obligations simply by classifying a foreign employee as being on "probationary" status.

What happens if an accident occurs during a trial work?

In such cases, the legal nature of the activity becomes particularly important.

Whether the person is working within the scope of a genuine employment relationship;

instruction relationship,

involvement in work organization,

the nature of the work,

insurance status

It is evaluated based on factors such as these.

Therefore, it is important for the employer to correctly define their employment and social security obligations before the Probearbeit (test work) begins.

Especially in jobs involving technical, production or physical risks;

"It's only a two-week trial anyway."

With this approach, it is impossible to disregard occupational health and safety regulations.

Is Bundesagentur für Arbeit Approval Required for Probearbeit?

The right to a Probebeschäftigung (test and trial) for the holder of a Chancenkarte (card) is directly regulated in §20a/2.

The Federal Government states that the Opportunity Card gives employers the opportunity to evaluate potential employees on the job for up to two weeks.

However, if you subsequently transition to permanent, skilled employment, from the Bundesagentur für Arbeit – Federal Employment Agency – may be required depending on your new residence permit type.

Therefore;

The right to conduct a probearbeit

with

Approval process for work permit related to permanent employment

They must be separated from each other.

Do I need a separate visa for Probearbeit?

Such-Chancenkarte already includes the right to a trial period of up to two weeks under §20a/2.

Therefore, there is no general system where a Chancenkarte holder has to leave Germany again to obtain a new "trial work visa" for each new employer.

However, the person's residence permit;

valid,

truly possessing Such-Chancenkarte qualities

and the study to be conducted must meet the legal requirements of a Probebeschäftigung (test-study program).

Is it possible to do Probearbeit (a type of work) with a tourist visa?

The Special Offer Card should not be confused with the Schengen tourist visa.

According to the Federal Government's official work visa guidelines, a short-term Schengen/tourist visa does not grant the right to work in Germany. However, the Chancenkarte specifically allows for a two-week probationary period and 20 hours of part-time work per week.

Therefore:

"I'll go to Germany as a tourist, and then we'll try it out at the workplace for two weeks."

The approach is not the same as Chancenkarte’s Probebeschäftigung right.

Are Probearbeit and Probezeit the same thing?

No.

These two German concepts are completely different.

Probearbeit / Probebeschäftigung

It is a short-term trial period where a person works for an employer before being hired.

Specifically regarding Chancenkarte:

a maximum of two weeks for each employer

it could be.

Probezeit

that can be agreed upon by the parties after an employment contract is established .

According to BGB §622/3, a two-week termination period is generally applicable during an agreed-upon Probezeit, for periods of up to six months; special circumstances, such as collective bargaining agreements, may also apply.

Therefore:

“Chancenkarte includes a two-week Probearbeit period; the employment contract cannot also include a Probezeit period.”

The result is incorrect.

The two institutions belong to different legal stages.

Example: Is it possible to have a six-month probezeit after two weeks of probearbeit?

It might be possible because, in principle, they are separate legal concepts.

For example;

The applicant completed a two-week probationary period at a company with a Chancenkarte (card).

The company liked the applicant.

The necessary work permit was then obtained and a permanent employment contract was signed.

A Probezeit ( period of negotiation ) in accordance with German labor law may also be agreed upon in the employment contract.

In this case, the first two weeks will be Probebeschäftigung under the Chancenkarte (probation card), and the subsequent period will be Probezeit under the employment contract.

§622/3 of the BGB provides for a specific termination period of up to six months for the agreed Probezeit.

After the trial period, is the employer obligated to hire me?

No.

The purpose of a trial run is for the parties to evaluate each other.

Employer;

professional qualifications,

workplace adaptation

performance

can evaluate.

Similarly, those who work in the same way;

working conditions of the workplace

the work environment,

position,

employer expectations

can evaluate.

There is no rule requiring the parties to enter into a permanent contract at the end of a probearbeit (negotiable agreement) process.

However, wage and social security obligations related to the period during which the work actually constitutes an employment relationship are a separate matter.

What to do if you receive a job offer after a trial period?

At this point, Chancenkarte's main objective begins to be realized.

If the applicant finds a suitable job with appropriate qualifications, they must apply to the local Ausländerbehörde(foreigners' authority) to obtain a work permit appropriate to their situation.

The Federal Government states that a Chancenkarte holder can apply for one of the existing work permits from within Germany if they find a concrete job, training, or other suitable activity.

Depending on the applicant's circumstances, for example;

§18a – Session for qualified employees with vocational training,

§18b – Session for academically qualified employees,

§18g – EU Blue Card,

§16a – Ausbildung,

§16d – professional recognition,

§21 – freelance work

Such options may come into play.

If my employer likes me, can I work 40 hours the next day?

Automatically no.

The standard work entitlement for the first Such-Chancenkarte is an average of 20 hours per week; in addition, there is a special two-week Probebeschäftigung right as defined in §20a/2.

As a result of the trial work, the employer;

"Start with 40 hours a week, beginning Monday."

Even if the person says so, it must be checked whether their current residency permits it.

The Federal Government explicitly states that if an employer wishes to employ a Chancenkarte holder for more than 20 hours per week in a skilled manner, the individual needs the appropriate residence permit allowing for skilled work

Therefore, immigration status must be correctly changed before starting permanent full-time employment.

Contract or Residence Permit First for Full-Time Employment?

There is an important practical detail regarding this matter.

According to the Federal Government's recent statement to employers, many employers believe that foreign candidates should first obtain a work permit.

However, for a Chancenkarte holder to transition to a qualified job, a concrete and binding job offer is required first. This offer can be proven, for example, an "Erklärung zum Beschäftigungsverhältnis" (Explanation of . The individual then applies to the foreigners' authority for a suitable work permit.

Therefore, the employer's concrete offer after the Probearbeit process is one of the key pillars of the new residence permit process.

Is it possible to obtain Folge-Chancenkarte after Probearbeit?

Under certain conditions, yes.

If a person has found a qualified job but does not yet meet the requirements of any of the other standard work sessions available, the Folge-Chancenkarte, or continuation opportunity card, may come into play.

According to AufenthG §20a/5, for this purpose;

employment contract or binding job offer relating to qualified work,

Approval from the Federal Employment Agency

and failure to meet the requirements of another eligible Section 4 session

is necessary.

Folge-Chancenkarte can be granted for a maximum of two years .

Therefore:

Probearbeit = automatic two-year extension

That doesn't mean anything.

What happens if I don't find a job after the trial period?

A trial period with an employer ending negatively does not automatically terminate the Chancenkarte.

Individuals can continue searching for employment with other employers during the validity period of their Such-Chancenkarte.

Also meeting the requirements with another employer:

new Probebeschäftigung for a maximum of two weeks

He can.

Therefore, Chancenkarte's systematic approach allows the candidate to showcase themselves in different companies.

Is it possible to do a two-week trial period for the second time with the same employer?

The law sets a maximum limit of two weeks for each employer

Therefore, with the same employer;

two weeks Probearbeit,

at some point,

then Probearbeit again for two weeks

Using a four-week trial period in this manner to circumvent the legal two-week limit is not permissible.

The main thing is that the total legal limit per employer is not exceeded.

Is it possible to reapply for a different position with the same employer?

The wording of the law regulates the time period on a per-employer basis

Therefore, it should not be assumed that the two-week limit starts from the beginning by showing a different position name within the same company.

The specific employer-employee relationship should be taken as the basis.

Is an employment contract made during a trial period?

This may vary depending on the legal nature of the trial.

If a permanent employment relationship is to be established after a trial work period, the parties may enter into an employment contract.

However, if an employment relationship has been established within the meaning of Article 611a of the Turkish Code of Civil Procedure, even during the probationary period, the mere fact that a permanent written contract has not yet been signed does not eliminate all obligations arising from employment law.

§611a of the BGB accepts that, in assessing the relationship, actual practice takes precedence over the name given to the agreement

Is preparing written documentation helpful for a Probearbeit (test/assessment)?

Yes.

Although section 20a of immigration law directly grants the right to a Probebeschäftigung (testament of initiation of immigration proceedings), the parties must:

employer,

trial period,

start and end dates,

attempted position,

The purpose of the study is,

working hours,

salary situation,

insurance status

Putting such matters in writing can reduce potential disputes in the future.

It can be particularly useful if the Chancenkarte holder can clearly demonstrate that they are within the two-week limit stipulated by immigration law.

What should be considered for a trial work?

Before starting the trial run, the following questions in particular should be answered:

Who is the employer?

Between which dates will the probearbeit take place?

Will the two-week limit be exceeded?

Is the project truly geared towards skilled employment?

Is there an apprenticeship purpose?

Is this within the scope of professional recognition measures?

Does the work actually constitute an employment relationship?

Will a fee be charged?

Do I need to register with the social security system?

If a full-time offer is made at the end of the trial period, which session will be entered next?

These points should be clarified from the outset.

What are the advantages of Probearbeit from the employer's perspective?

The Federal Government particularly emphasizes that Chancenkarte holders being located in Germany makes it easier for employers to directly identify international employees.

Employer;

not only the candidate's CV,

its actual performance

technical skills,

team cohesion,

communication skills

They can evaluate it on the spot.

The Federal Government states that employers can get to know Chancenkarte holders through Probearbeit for up to two weeks or part-time work of up to 20 hours, and then offer them long-term employment.

Therefore, Probebeschäftigung is one of the most important features of the Chancenkarte, even from the employer's perspective.

What are the advantages of Probearbeit from the employee's perspective?

The applicant also enjoys similar advantages.

Person;

German work culture,

internal company communication,

the way the profession is practiced in Germany,

employer's expectations,

whether the workplace is suitable for him

can see.

For professionals with many years of experience in Türkiye but never worked in Germany, a two-week internship can be particularly useful in demonstrating professional skills that are difficult to describe on a CV.

Example 1 – Software Developer's Probearbeit

The applicant is a computer engineering graduate from Türkiye.

He came to Germany with Chancenkarte.

A software company wants to evaluate him for a Java developer position.

The candidate undergoes a two-week probationary period in the employer's real technical environment.

Trial run:

it is aimed at qualified software developer positions

And

not exceeding the two-week upper limit

It may be eligible under the basic immigration law conditions in §20a/2.

Example 2 – Engineer's Request for a One-Month "Trial"

A company to an engineer:

"Work for free for a month, then we can hire you."

he says.

The right to a trial period for a Chancenkarte is a maximum of two weeks per employer.

Therefore, the entire month's work cannot be explained by the specific Probearbeit right in §20a/2.

Furthermore, if the individual actually performs normal engineering work under the employer's instructions, an employment relationship and remuneration obligation within the meaning of §611a of the Turkish Code of Civil Procedure may arise.

Example 3 – Proba'ar work in two different companies

Applicant A completed a two-week trial period at company A.

The business deal fell through.

He later found another suitable qualified position at company B.

Also at company B:

a maximum of two weeks

Probearbeit can be done.

Because the time limit applies per employer.

Example 4 – Full-Time Job After Protest Work

A mechanical engineer was found to be successful after a two-week trial.

The employer offered a permanent contract with 40 hours of work per week.

In this case, the candidate is:

The Such-Chancenkarte should not automatically start working after 40 hours.

First, the transition process to a suitable work permit must be carried out. The Federal Government clearly states that a suitable work permit is required for qualified permanent work exceeding 20 hours.

Example 5 – Normal Operation Under the Guise of a Test

The employer tells the candidate:

He should arrive at 8:00 a.m

He should work until 17:00

dealing with customers,

normal staff performing their duties

And he says he'll do it for free for two weeks.

Even if the relationship is called "probearbeit" (protest work), whether a genuine employment relationship exists is assessed according to all the factual circumstances, in accordance with §611a of the BGB (German Federal Code of Civil Procedure).

If a genuine employment relationship exists, then wage payments and social security obligations come into play.

The Most Common Mistakes in Probearbeit

1. Thinking that Probearbeit is Limitless

Wrong.

Within the scope of Chancenkarte, a maximum of two weeks is possible for each employer.

2. To think that probearbeit (testing/preparation) can be done in any kind of work

Wrong.

The work must be towards qualified employment, training, or appropriate recognition.

3. Mistaking Probearbeit for a 20-Hour Side Job

The law regulates these two rights separately.

4. Assuming Probearbeit is Necessarily Free

Wrong.

If a genuine employment relationship exists, there is an obligation to pay wages.

5. Believing that it is sufficient for the employer to simply call the activity a "trial"

According to BGB §611a, the actual application of the relationship is decisive.

6. Confusing Probearbeit with Probezeit

Probearbeit is a short evaluation period before starting employment. Probezeit is the probationary period in an established employment contract. BGB §622/3 provides for a general two-week termination period for a maximum six-month period during the agreed-upon Probezeit.

7. Dividing the time into four-week trial periods with the same employer

The statutory limit is a maximum of two weeks per employer.

8. Automatically Start 40 Hours of Work Once Probe Work is Complete

The general work authorization for Such-Chancenkarte is limited to 20 hours. A new, suitable residence permit is required for permanent qualified work.

9. Considering that an employer can employ a probationary worker without insurance

If a genuine employment relationship exists, normal social security rules apply.

Opportunity Card Probearbeit Checklist

Before starting the trial run, the following points should be checked:

Do you have a valid Such-Chancenkarte?

Has a Probearbeit (test-bearbeit) been completed previously with the employer?

Does the total duration exceed two weeks?

Is the position qualified?

Is the purpose of the study Ausbildung?

Is this a Qualifizierungsmaßnahme regarding the recognition process?

Are the working hours and duties clear?

Does the activity constitute a genuine business relationship?

Has the wage and social security status been correctly established?

Is it clear which session to proceed to if a job offer is made?

Is it possible to submit the necessary application to the Ausländerbehörde before the Such-Chancenkarte expires?

These checks reduce legal risks for both foreign employees and German employers.

Why is legal support important in procedural matters?

In Chancenkarte, trial runs are often;

"You can work for free for two weeks."

This is described in a highly inaccurate and incomplete way.

However, the system can simultaneously involve three separate areas of law:

1. Foreigners Law

The two-week period and the purposes for which the Probebeschäftigung (testament to a legal procedure) may be aimed are determined by §20a.

2. Labor Law

Whether the activity constitutes a genuine employment relationship is assessed according to §611a of the BGB and other rules of employment law.

3. Social security law

If a genuine employment relationship exists, standard social security obligations may arise.

Furthermore, if the procedural agreement is successful, a new phase begins in terms of immigration law.

The person's;

so that he/she can start working full-time,

which session to move to,

Whether BA approval is required,

Whether Folge-Chancenkarte is possible

This should also be considered.

Therefore, the correct approach is:

Probationary work → employment law status → duration → wages/insurance → job offer → new residence permit

It should be in this form.

Frequently Asked Questions

Is it possible to do a trial run with the German Opportunity Card?

Yes. A Such-Chancenkarte holder can do a suitable trial period of up to two weeks with any employer.

How many days can the trial work take?

The statutory upper limit is two weeks per employer

Is it a separate two weeks for each employer?

Yes. The time period applies per employer.

Can I do a four-week trial at the same company?

No, based on the specific Probearbeit right in §20a/2. The upper limit is two weeks with respect to the same employer.

Is probearbeit included in the 20-hour limit?

In the law, the 20-hour part-time work and the Probebeschäftigung (probationary work permit) are regulated as two separate work permits.

Is Probearbeit a paid service?

If the activity constitutes a genuine employment relationship, there is an obligation to pay wages. However, a right to wages may arise in other circumstances as well.

Is Probearbeit necessarily free?

No.

If the employer offers a "free trial," am I obligated to accept?

The actual legal nature of the relationship is important. If an employment relationship is established in the sense of §611a of the BGB, the name given to the contract is not decisive.

Do I need social insurance?

If a genuine employment relationship exists, the usual social security rules apply.

Can probearbeit be done in any type of work?

No. It must be directed towards qualified employment, vocational training, or appropriate professional recognition/qualification measures.

Is it permissible to do Probearbeit in a restaurant?

It depends on the nature of the position. For example, a trial for a skilled cook position is not evaluated the same way as a regular assistant job.

Are Probearbeit and Probezeit the same thing?

No. Probearbeit is a short trial period before starting a job. Probezeit, on the other hand, is the trial period after the employment contract has been established.

Could Probezeit occur after Probearbeit?

Since the two institutions are different, it is also possible to agree on a Probezeit (temporary employment contract) in accordance with labor law within the permanent employment contract.

After the trial work, is the employer obligated to hire me?

No.

If the employer likes me, can I immediately work 40 hours a day?

The current Such-Chancenkarte does not automatically grant 40 hours of work. A change to the appropriate work schedule is required.

Which session do you switch to once you find a job?

Depending on the person's qualifications and the job, sections §18a, §18b, §18g or other appropriate study/vocational training/recognition sessions may be considered.

Is it possible to switch to the EU Blue Card?

Yes, if the conditions are met.

Will the Opportunity Card be extended for two years after the Probearbeit process?

Automatically no. For Folge-Chancenkarte, a qualified job offer and the other conditions in §20a/5 are required.

Is it possible to do Probearbeit with a tourist visa?

A tourist Schengen visa generally does not grant the right to work. However, a Chancenkarte (Schengen visa) provides special work and trial work rights under section 20a.

Conclusion

It is possible for German Opportunity Card holders to undertake a trial period in Germany.

However, this right is not unlimited.

Holder of Such-Chancenkarte pursuant to AufenthG §20a/2 as of 2026 :

A probationary period of up to two weeks can be completed with each employer.

The trial also included:

to qualified employment,

vocational training

or

an appropriate qualification measure for the recognition of foreign professional qualifications

It should be directed towards that.

Therefore, Chancenkarte:

"In Germany, I can work however I want for two weeks at any workplace."

That doesn't mean anything.

Furthermore, the common belief that the trial is necessarily free is also incorrect.

According to the Federal Government's current employer guidance, if a genuine employment relationship exists within the meaning of BGB §611a during a probearbeit (work/employment), the employer has an obligation to pay wages, and normal social security rules apply.

With regards to Article 611a of the German Civil Code, what matters is not how the relationship between employer and employee is named, but how it is actually conducted. If the person is performing normal work under the employer's instructions and is included in the company's organization, the mere statement that "this is merely a trial" does not, in itself, change the legal outcome.

Probearbeit should not be confused with Probezeit in an employment contract

Probearbeit, under the Chancenkarte, refers to work that can be undertaken before starting employment for a maximum of two weeks; while Probezeit is the trial period after the establishment of a permanent employment relationship. In the case of Probezeit agreed upon under §622/3 of the BGB, a termination period of generally two weeks can be applied within a maximum period of six months.

Even if the trial period is successful and the employer offers a qualified full-time job, the Such-Chancenkarte does not automatically convert to an unlimited work permit.

The applicant must obtain a suitable work permit from the local Ausländerbehörde ( Foreigners' Office). The Federal Government states that if a Chancenkarte holder finds concrete employment in Germany, they can apply from within Germany for the appropriate work, education, recognition, or self-employment permit.

Therefore, the correct legal sequence for the trial period on the Opportunity Card is as follows:

Potential employer → suitable qualified position → trial work lasting a maximum of two weeks → determination of salary and insurance status → permanent job offer → transition to a suitable work schedule.

Probearbeit, when used correctly, is one of the Opportunity Card's strongest features. The applicant can demonstrate their professional qualifications to a German employer in a real work environment; the employer, in turn, gets the opportunity to evaluate the foreign employee before hiring them long-term.

However, this two-week period, along with the purpose of work, wages, social security, and subsequent residence permit stages, can turn into significant problems under immigration and labor law if these aspects are not properly established.