Introductieperiode

Introductieperiode is a term used in Dutch employment practice to describe a defined period at the start of a job during which a new employee is introduced to the organization, the team, and the specifics of the role. The concept is typically stated in the employment contract, a collective agreement, or the company’s onboarding policy.

Purpose and activities during the introduction period focus on onboarding, familiarization with procedures and safety rules, and building a working relationship with colleagues. Common elements include a structured onboarding plan, assignment of a mentor or buddy, job-specific training,-shadowing, and early performance feedback. The aim is to help the employee become productive and to allow the employer to assess fit and early performance.

Duration and status vary by organization and contract. The introduction period is defined by the employer and can range from a few weeks to several months. It is not a universally fixed legal period and is distinct from the statutory probation period (proeftijd). Depending on the agreement, the introduction period may overlap with or be separate from the probation period, and termination rules during or at the end of the introduction period follow the terms of the contract and applicable law.

Outcomes and what happens afterward depend on performance and fit. If expectations are met, the employment continues under the regular terms. If improvements are needed, arrangements may be adjusted or the employment relationship may conclude, subject to notice and legal requirements.

The term can also appear in non-employment contexts to denote an introduction phase for new products, services, or processes, indicating a controlled rollout or learning period.