📅 The maximum: 90 days
"If a worker is subject to a probation period, this must be explicitly stated in the employment contract, clearly specified, and shall not exceed ninety days. Eid al-Fitr and Eid al-Adha holidays and sick leave do not count toward the probation period. Either party has the right to end the contract during this period unless the contract states that only one of them has this right."
First: if your contract doesn't explicitly mention a probation period, you're not subject to one at all. Second: Eid holiday days and sick leave are "frozen" and don't count toward the 90 days — meaning your actual probation may extend calendar-wise beyond 90 days if you get sick or a holiday falls during it.
🔁 Can probation be repeated?
"A worker may not be placed on probation more than once with the same employer. As an exception, the two parties to the contract may agree to subject the worker to a second probation period not exceeding ninety days, provided it is for a different profession or job."
Neither party is entitled to compensation, and the worker is not entitled to an end-of-service award for this specific period.
- Labor Law — Article 53: probation period duration and conditions
- Labor Law — Article 54: when probation may repeat