Posted: March 19, 2026Before you sign, it’s worth knowing exactly what you’re agreeing to.
When candidates review a job offer in Ireland’s construction and engineering sector, most focus on the headline figures: salary, car allowance, annual leave, pension contribution. The probation period clause tends to get a quick read and a shrug. It’s just standard, isn’t it?
Not always. And in 2026, with some important legislative changes now embedded in Irish employment law, understanding your probation period has become more important than it used to be.
At Sonas Technical, we talk candidates through offer letters every week. The questions around probation are coming up more frequently, and rightly so. Here is what you need to know.
What the Law Says
Since the transposition of the EU Transparent and Predictable Working Conditions Directive into Irish law, there is now a statutory cap on probation periods in Ireland. Probationary periods cannot exceed six months in most cases, with a limited extension to twelve months available in specific circumstances, generally where it can be objectively justified in the interests of the employee.
This is a meaningful protection that didn’t always exist in quite the same form. Previously, probation periods of nine or even twelve months were not unheard of in certain contracts, particularly at senior levels. The six-month cap is now the legal norm, and any employer seeking to extend beyond that needs clear justification.
What this means practically: if you are handed a contract with a probation period longer than six months and no specific rationale attached to it, that is worth querying before you sign.
What You Will Actually Encounter in Construction and Engineering
Across the roles Sonas Technical fills, from Site Engineers and QS Graduates through to Contracts Directors and Project Leads, the six-month probation period remains the most common arrangement by a considerable distance.
It is the default position for most mid-to-large contractors, consultancies, and public sector bodies. Some smaller firms still operate three-month probation periods, particularly for more junior or trade-adjacent roles where the assessment of suitability can be made relatively quickly. At the more senior end of the market, six months is almost universal.
One thing worth noting: the probation period in your contract is not always identical to the review date. Many firms conduct a formal probation review at three months and, assuming it goes well, confirm your employment at that point even if the contractual probation window technically runs to six months. If you want clarity on how your specific employer handles this, ask during the offer stage. It is a completely reasonable question.
What Changes During Probation
This is where candidates sometimes get caught out. Your statutory rights during a probation period are more limited than they become once you have passed it, and it pays to understand the difference.
The most significant area is unfair dismissal protection. Under the Unfair Dismissals Acts, an employee generally needs twelve months of continuous service before they can bring an unfair dismissal claim. This means that during your probation period and for some time after it, the usual protections that apply to established employees do not fully apply to you.
Practically speaking, this matters less than it sounds at most reputable employers, who have no interest in dismissing good people arbitrarily. But it is a useful context to have, particularly if you are leaving a long-standing role to join a new firm and you want to understand your position fully.
Other things that sometimes differ during probation include sick pay entitlements. Many employers operate a reduced or discretionary sick pay policy during the probationary period, reverting to their full scheme once probation is passed. Check this in your contract or employee handbook before you need to rely on it.
Notice periods during probation are also typically shorter than post-probation notice. Again, this cuts both ways: the employer can let you go on shorter notice, but you can also leave on shorter notice if the role turns out not to be the right fit.
How to Approach the Probation Period Practically
The probation period exists for a reason, and the right mindset going in is not to view it as something to simply endure. It is a genuine opportunity to establish yourself, demonstrate your value, and set the tone for your tenure with a new employer.
A few things that tend to serve candidates well during this period: be visible without being overbearing; ask questions early when it is expected and welcomed; and where possible, look for a quick win, a problem solved, a process improved, a relationship built, that makes your impact concrete and tangible before the three-month mark.
It is also worth being proactive about the review itself. Don’t assume it will happen automatically on a set date. If you are approaching the three or six-month point and no review has been scheduled, it is entirely professional to raise it with your line manager. It shows self-awareness and a desire to understand how you are tracking.
A Final Note on Counter-Offers and New Starts
One scenario we see occasionally: a candidate accepts a new role, resigns from their current position, and then receives a counter-offer that prompts a last-minute rethink. If you are weighing that decision, it is worth factoring in that you will face a fresh probation period wherever you land. That is not a reason to avoid a move that is right for you, but it is worth remembering that the security of established employment has real value.
If the new role is the right one, the six months will pass quickly. Most do.
Looking for your next move in Irish construction or engineering? Register with Sonas Technical at sonastechnical.com or upload your CV to speak with one of our consultants today.