Loans during probation, fixed-term employment and temporary work

Employment affects assessment but does not decide it alone

Probation, a fixed-term contract or temporary work can complicate credit assessment because future income security needs closer examination. Whether a provider accepts such cases is part of its lending policy. The Consumer Credit Act (KKG) has no general rule automatically granting everyone a loan after a particular number of months in work.

Even permanent employment does not guarantee approval. Income, necessary expenses and existing commitments must fit together. Conversely, special employment arrangements should not be explained away with invented statutory prohibitions. Ask specifically whether the provider can assess your circumstances and which documents it needs.

What matters during probation

During probation, continuation of employment is often more uncertain. This matters for a financial commitment lasting years. Current salary is money actually received, but alone says little about stability over the coming years. A lender may therefore require completed probation or initially defer an enquiry.

If the need is not urgent, waiting for confirmed completion of probation may make sense. This does not promise later acceptance, but makes the documents clearer. Do not anticipate a confirmation not yet received. An employment contract and a verbal prospect of continued employment are different evidence.

Fixed-term contracts and extensions

For a fixed term, the end date, previous employment history and any follow-on contracts already agreed matter. The planned loan term may extend beyond the known employment end. Financial planning should therefore not silently assume uninterrupted subsequent salary where it is not secured.

An extension agreed in writing differs from hoping for a new contract. Provide confirmed documents and explain the situation briefly. Avoid blanket descriptions such as “permanent” merely because several fixed-term contracts have followed one another. Assessment needs the actual current position.

Temporary work and fluctuating assignments

With temporary work, pay and working hours may fluctuate between months. An especially busy month may not reflect normal income. Several payslips and information about continuity of assignments help show a realistic pattern. What matters is the documented disposable net amount, not a theoretical maximum earning potential.

Check whether holiday pay, public holiday compensation or other salary components are already included in the amount paid. Do not add them again as extra income. If periods without assignments need to be bridged, the personal budget needs reserves. A calculated average does not create liquidity during a low-income month.

Information that makes assessment easier

• Current employment contract with employment type and relevant dates.
• Current payslips requested by the provider.
• Extensions or follow-on contracts already signed.
• Clear information on changing hours and variable pay components.
• Complete budget including existing commitments and necessary expenses.

The exact number of payslips required differs by provider and situation. Do not present an invented standard period as a legal requirement. During affordability assessment, the lender may request appropriate evidence and must investigate doubtful information further. The document checklist shows the typical document categories.

Check the instalment against weaker months too

Alongside a normal month, prepare a cautious scenario with lower income. Which expenses remain unchanged? What reserve exists? Lower earnings cannot always be immediately offset by lower rent or insurance costs. The fixed loan instalment still falls due on the agreed date.

For cash loans within the KKG, the statutory 36-month assessment remains decisive. An especially long contract term replaces neither this assessment nor a transparent appraisal of income circumstances. Further information about additional pay is available in Bonuses and additional earnings when borrowing.

If financing is currently unaffordable or cannot be assessed, a smaller purchase, later date or saving up may be more sensible. An offer “without income assessment” does not solve the financial risk. Keep your need in view, but base the decision on confirmed circumstances.

Frequently asked questions

Is there a statutory loan ban during probation?

The KKG specifies no such blanket prohibition. Providers may nevertheless exclude probation in their acceptance criteria.

Is a verbally promised contract extension enough?

It is not equivalent to a confirmed contractual basis. State the actual position.

How many payslips must I submit?

That depends on the provider and situation. With fluctuating income, a longer documented history may matter.

Sources and information date

Information as of 13 October 2026. The applicable rules, individual assessment and contract documents are decisive.

• Consumer Credit Act, Art. 28 and 31

Credit must not be granted if it would lead to over-indebtedness. A budget calculation provides a non-binding indication, not a loan offer.