At a glance
- On 31 January 2025, the new federal government reached an agreement on its new governmental policy which introduces key developments for employers.
- The government agreement reintroduces trial periods with one week's notice for termination during the first six months, caps legal notice periods for dismissing new recruits at 52 weeks, and restricts protection indemnities for certain types of dismissals. Student working hours will increase, and flexi-jobs will expand to all sectors.
- The agreement simplifies working time regulations.
- The agreement also includes measures to help employees on long-term sick leave return to work.
On 31 January 2025, the new federal government reached an agreement on its new governmental policy. Although this agreement is not yet legally binding, as it still needs to be transposed into law, there are several key Human Resources (HR) developments that are soon to be implemented in Belgium.
Employment contracts
The government agreement will reintroduce trial periods, allowing termination of employment with one week's notice during the first six months. Legal notice periods for dismissing new recruits will be capped at 52 weeks. Protection indemnities for dismissal linked to time-credit leave, parental leave, or discriminatory dismissal will be restricted. Dismissal protection for unelected candidates for social elections will be reduced to six months. Student working hours will increase from 600 to 650 hours, and flexi-jobs will expand to all sectors. HR reporting requirements for small and medium sized enterprises under EU directives will be critically assessed. Access to unemployment with company allowance will be limited to employees unable to work for medical reasons, with no changes for those currently in the system or dismissed before February 2025.
Working time regulations
The government agreement plans to simplify working time regulations and increase flexibility. Key changes include accordion-work schedules, allowing yearly compliance with working time limits, and the abolition of the one-third part-time work schedule requirement. Night work prohibitions will be lifted, but related procedures and premiums will still apply. Full-time work schedules need not be detailed in work regulations, provided flexibility boundaries are clear. Voluntary overtime will be expanded to 360 hours per year, with no taxes or social security contributions on up to 240 hours. Agreements for voluntary overtime can now be of undefined duration.
Employees on long-term sick leave
Finally, the agreement includes measures to help employees on long-term sick leave return to work. Employers must pay 30% of sickness allowance for two months after the guaranteed salary period, with exceptions for small or medium sized enterprises or employees aged 55 or older. The period for new sick pay entitlement after resuming work will increase from 14 days to eight weeks. After one month of sick leave, the prevention advisor should initiate contact. After eight weeks, the employer must instruct the prevention advisor to assess work resumption possibilities. Employees who miss medical examinations might forfeit their sick pay or state allowances.
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