The Court has held that an interruption of an employment relationship of 3 days in the case of two successive contracts has no effect.
In that case it was established that the second contract was merely a continuation of the employment relations between the parties, which originated in the first employment contract with a probationary period.
In that case, the Court held that the probationary period could not be renewed within the second employment contract.
In another case, the interruption between the end of the employment relationship and the conclusion of the new employment contract lasted for 20 months.
In that case, the Court held that the employer was again entitled to include a new probationary clause in the new employment contract.