Probation Periods in Armenia: Key Rules, Rights, and Regulations

TL;DR

• Probation in Armenia is an agreed trial period set in the employment contract; either the employer or the employee may propose it (Labour Code, Art. 91) source.
• The standard maximum probation period is 3 months; in special cases the law allows up to 12 months (Art. 92) source.
• Certain hires may not be placed on probation, including minors under 18, those elected to office, those appointed after qualification exams, and employees transferred by agreement (Art. 91(3)) source.
• Probationary employees enjoy the same pay, leave, and anti‑discrimination protections as other employees (Art. 91(2)) source.
• Either party may end employment during probation with at least three days’ written notice (Art. 93) source.

Last updated 19 Oct 2025

Hiring right the first time matters. Armenia’s Labour Code gives both sides a clear, time‑limited way to test the fit—without sacrificing core employee rights. Here’s what employers and employees need to know about probation periods in Armenia in 2025.

Table of Contents

• Probation in Armenia: definition and legal framework (Labour Code, Art. 91)
• Who may — and may not — be placed on probation (eligible employees and statutory exemptions)
• Duration and allowable extensions of probation (standard 3 months; special cases up to 12 months)
• Rights, protections and obligations of probationary employees (wages, leave, nondiscrimination)

Probation in Armenia: definition and legal framework (Labour Code, Art. 91)

Armenian law treats probation as an agreed trial period written into the employment contract. It is designed to let the employer assess a new hire’s suitability and to let the employee evaluate the role and workplace before continuing on general terms (Art. 91) source. The law expressly allows either party—the employer or the employee—to agree to include a probation clause, provided it is set out in the employment contract (Art. 91) source.

Key legal features include:

• Probation must be defined in the employment contract (Art. 91) source.
• Probation does not create a separate category of worker—core protections remain in force (Art. 91(2)) source.
• Either party can end the relationship on short notice during the trial period (Art. 93) source.

Practical tip: If you are hiring staff as part of a new venture, align your onboarding and probation practices with compliant business registration and payroll processes, and map benefits and tax withholding to Armenia’s rules on taxes in Armenia. If you employ foreign nationals, coordinate start dates with legal visa and work-authorization timelines.

Who may — and may not — be placed on probation (eligible employees and statutory exemptions)

In principle, most new hires can be engaged with a probation clause if both sides agree (Art. 91(1)) source. However, the Labour Code prohibits probation for certain categories (Art. 91(3)) source:

• Minors under 18 years of age
• Persons elected to a position
• Persons appointed to a position following a qualification exam
• Employees transferred to another employer by mutual agreement
• Any other category excluded by specific law

These exemptions reflect that suitability has already been vetted (e.g., election or qualification exam) or that added protections are warranted (e.g., minors).

Duration and allowable extensions of probation (standard 3 months; special cases up to 12 months)

The default cap for probation is clear: no more than 3 months (Art. 92(1)) source. In defined special cases, the law allows a longer probation of up to 12 months (Art. 92(2)) source. Any period must be set in the employment contract from the start (Art. 91) source.

Related point: Armenia permits fixed‑term employment contracts where justified by the nature or conditions of work (e.g., when an indefinite term is not appropriate), as regulated by the Code (see Art. 95 and related provisions) source. A fixed‑term agreement may also contain a probation clause, provided all statutory limits (e.g., the 3‑month default cap) are respected (Arts. 91–92) source.

Rights, protections and obligations of probationary employees (wages, leave, nondiscrimination)

Being on probation does not reduce an employee’s statutory protections or duties. The Labour Code confirms that probationers enjoy the same rights and bear the same obligations as other employees, as set by the Code, collective agreements, and the employment contract (Art. 91(2)) source. In practice, this means:

• Wages and benefits: Paid according to the contract and employer’s pay policies, consistent with the Code (Art. 91(2)) source.
• Leave and working time: Entitled to standard rules on working hours, rest, and leave as applicable under the Code and the contract (Art. 91(2)) source.
• Equal treatment: Covered by anti‑discrimination protections and dignity at work rules that apply to all employees (Art. 91(2)) source.
• Performance expectations: Must meet job requirements and comply with internal rules and policies, like any other employee (Art. 91(2)) source.

Ending employment during probation: 3‑day written notice

During probation, either party may terminate the employment relationship by giving the other party written notice of at least three days (Art. 93) source. Employers typically rely on “unsatisfactory probation results” or similar suitability grounds at this stage (Art. 93) source. If neither party ends the contract before the probation period expires and the employee continues to work, the relationship proceeds on general terms and any later termination must follow the Code’s ordinary grounds and procedures, not the probation shortcut (Labour Code, general regime) source.

Compliance checklist for employers:

• State the probation period and any performance criteria in the written employment contract (Art. 91) source.
• Confirm the role is not in an exempt category (Art. 91(3)) source.
• Track dates and give at least 3 days’ written notice if terminating during probation (Art. 93) source.
• Apply equal pay, leave, and anti‑discrimination rules to probationers (Art. 91(2)) source.

For further context on wider HR compliance in Armenia, see our guides on taxes in Armenia and business registration. Employers onboarding foreign hires should also plan around visa and residence timelines.

Further reading: EY Armenia’s Law Alert summarizes key Labour Code amendments and compliance themes relevant to employers source.

FAQs

Conclusion

Probation periods in Armenia offer a compliant, time‑bound way to test job fit without eroding worker protections. The default maximum is 3 months, with up to 12 months in special cases, and either party can end the contract during probation with 3 days’ written notice. Crucially, probationers retain full rights to pay, leave, and equal treatment. For tailored policies and contracts that meet the Labour Code’s current requirements—especially if you are hiring cross‑border or scaling a new venture—speak with our team today. Contact us.

Armenia Probation Periods: Rules, Rights & Notice (2025)