Since the 1st of January 2014, it is impossible to include a trial period in an employment contract. Yet, in a case presented to the Labour Court of Ghent, an employee entered into service in August 2013 and was dismissed in June 2014. His employment contract included a trial period of six months (which was possible at the time). For open-ended employment contracts that took effect before 1 January 2014, the notice period in case of dismissal comprises two parts which must be calculated. The first part is based on the employee’s seniority until 31 December 2013; the second part is based on the employee’s seniority as of 1 January 2014. The employer invoked that for the first part of the notice period, a shorter notice period of 7 days would apply as, on 31 December 2013, the trial clause was still in force. The Labour Court did not share this point of view and ruled that the short notice period of 7 days does not apply for ‘part 1’ when the trial period has already come to an end at the time of dismissal.