Cabo Verde, also known as Cape Verde, is a small island nation off the west coast of the African continent. Despite being only the 168th-largest country in the world, with a population of just 517,000 people, Cabo Verde’s economy has demonstrated impressive growth, especially after a downturn during the global pandemic. Reaching $2.92 billion at the end of 2025, this country’s GDP is expected to grow by another 4.8% in 2026, and this rate of growth is projected into at least the near future. What’s powering this growth? With only 10% of the country’s labor force of over 222,000 workers employed in agriculture and 23% in the industrial sector, it’s the services sector that’s leading the way. Tourism is booming, while other services like trade, transportation, financial services, telecommunications, and public administration are all growing. Cabo Verdean employees are becoming increasingly skilled and, with their competitive wages, are more attractive than ever to local and international employers.

That doesn’t mean, however, that finding the right person to fill a position is easy. As in other places around the world, Cabo Verdean workers can inflate their skills and knowledge when they apply for jobs, and employers can’t really be sure how accurate their claims are. On the other hand, employers may also inflate the quality of their roles and organizations to attract top talent. Without direct experience employees don’t know how much they’ll enjoy working for them. Probation can help both sides check their decisions and find out if they fit together well. This guide will take you through the regulation of probation periods in Cabo Verde and explain why they’re so widely used in this country.

Definition of a Probation Period in Cabo Verde

A probation period, or a período probatório in Portuguese, starts when a new employee begins their first day of work at a new job. This period is used to let the employer and the employee test out their working relationship to decide whether it will be successful long-term or should be quickly terminated.

Employers typically choose to use probation periods so they can compare the skills and proficiencies that employees claimed when applying to how they can actually perform on the job. Their productivity is normally closely monitored, often with formal assessment processes to help target areas for improvement. Employers also take this time to look at their new employees’ working styles, their fit into the organization, and their ability to work well with the other people on their teams. If they don’t fit in well or produce work at the rate and quality required, the employer may choose to terminate these workers.

Meanwhile, employees perform their own less-formal assessments. They get to try out their new jobs and decide whether or not they can perform them sufficiently and work well with their colleagues. They examine the working conditions they’re provided with and decide whether or not they’re appropriate. If they don’t think their jobs will work out, they, too, can quickly terminate their contracts.

However, if neither the employer nor the employee chooses to terminate, the worker will continue their contract as a full employee once the probation period has reached its planned duration.

Lengths of Probationary Periods in Cabo Verde

Probationary periods aren’t mandatory in Cabo Verde like they are in some other countries, but they are used by employers across nearly all industries. A probation period in Cabo Verde can’t last longer than 12 months.

Employers can choose the durations of these periods as long as they’re clearly stated in their employment contracts and don’t exceed the limits set by law. These limits depend on the employee’s position and contract type as follows:

  • For domestic (household) employees, probation cannot last longer than 30 days.
  • For most permanent employees, probation can last for 2 months, but can be extended to 6 months.
  • For managers and executives, probation can last up to 12 months.
  • For employees on fixed-term (definite) contracts, probation cannot last longer than 1 quarter of the contract’s duration. Fixed-term contracts are limited to 3 years.

Legal Considerations for Probation Periods in Cabo Verde

Cabo Verde has inherited a civil law system throughout its history as a Portuguese colony. Probation periods are largely regulated by the Labor Code 2007, which provides the following rules:

Pay and Working Conditions

The last time Cabo Verde updated its minimum wage levels was in January 2025. The national minimum wage for the private sector is 17,000 CVE (Cape Verdean escudo) per month, which is approximately 185 USD. In the public sector, this minimum wage is higher at 19,000 CVE/month (around 205 USD). Probationary employees cannot be paid less than the national minimum wage.

Cabo Verdeans usually work six days and 44 hours a week. While they normally can’t work more than eight hours a day, they can work up to nine hours a day if they only work five days a week. They can work overtime, but their total weekly hours can’t exceed 48, and they must be paid 150% of their normal wages. These rules apply equally to full and probationary employees.

Termination and Notice

If employers or employees have just cause, such as gross misconduct or inadequate workplace safety, they can terminate their contracts immediately. If not, they can terminate by giving each other notice. Employees must provide at least 15 days’ notice if they resign, though this increases by 15 more days for every year of service, to a maximum of 60 days. Employers need to provide their employees with 40 days’ notice of termination and the reasons for it. In cases of collective termination, they must provide 45 days’ notice. Workers are also generally entitled to one month’s severance pay for every year of service they provided to the employer.

During probation, however, none of the above are necessary. Employees can resign at any time without notice, while employers can dismiss workers without notice, reasons, or compensation.

Vacation / Holidays

Employees in Cabo Verde are entitled to 22 days of paid leave for each year they work, and they receive this entitlement after working for six months for their employer. This means that supervisors and executives on probation for longer than six months can become entitled to annual leave while on probation, though most other workers won’t gain this entitlement. Paid annual leave can also be rolled over and used the next year if the employee desires and the employer allows.

In Cabo Verde, there are normally ten public holidays each year, and these are paid days off work for all employees. Those who are required to work on holidays must be paid 200% of their normal wages, however. If a public holiday falls during a probation period, the probationary employee is entitled to paid time off or premium pay for working.

Benefits of Probation Periods in Cabo Verde

Probation periods can help not only employers in Cabo Verde, but also their employees as they try to assess their fit and prospects for the future.

  • For Employees
The chance to try working in a new environment and company culture.
Time to decide if they’ll like their new jobs and coworkers.
The ability to check that the working conditions and benefits they were offered are properly provided.
The opportunity to quickly resign from a poorly-fitting position without delay or consequences.
  • For Employers
Time to assess new employees’ skills to ensure they’re up to the job.

Opportunities to evaluate employees’ fit within their teams and the larger organization.

The chance to terminate poorly-performing employees easily, without notice or severance pay.

Conclusion​

While other countries require probation periods for all workers, employers in Cabo Verde can and usually do choose to use them for the benefits they provide. They provide both employers and their new employees with final opportunities to re-check their choices and help to produce better-fitting relationships that will last over the long term.

Frequently Asked Questions

A Cape Verde probation period can last up to 12 months. However, these longer periods are reserved for high-level supervisors and executives. Most employees will be placed on probation for between two and six months, depending on the length of time the employer feels is necessary to assess their performance.

No, not usually. Employers must have a just cause to terminate employees immediately or provide them with warnings and notice. However, during probation, employers can terminate workers at will (no reasons or notice needed).

No, there is no law that allows workers to be paid less during probation than they’d receive after probation. Probationary workers are also protected by the country’s national minimum wage.