November 7, 2025
Addressing Probation Periods in Schengen Work Visa Cover Letters
Approx. 9 minute read
Explain probation expectations, performance metrics, and contingency plans so officers view your employment as stable.
State the length of probation and reference the contract clause governing it. Emphasise that the employer expects the role to continue beyond probation.
Outline performance metrics—KPIs, deliverables, or milestones—that demonstrate how success is measured.
Describe support structures such as mentoring, training programmes, or onboarding plans that set you up to meet expectations.
Explain financial safeguards should probation end early: savings buffers, employer relocation guarantees, or return tickets.
Mention how the employer complies with labour laws for probationary staff, including notice periods and severance rules.
Include letters from supervisors expressing confidence in your long-term fit and detailing the business case for your role.
Address dependent stability during probation—schooling, housing, and insurance arrangements that continue regardless of employment shifts.
Provide annexes with training schedules, performance review templates, and HR policies covering probation transitions.
Reaffirm commitment to notify the consulate of employment changes and to follow exit procedures if required.
Close by highlighting your preparation to exceed probation expectations and integrate fully into the organisation.
Transparent probation details help officers trust that both employer and employee plan responsibly for the initial months.