June 1, 2026: major reforms to Belgian employment law ahead

On April 30, 2026, the Belgian Parliament approved the law “containing various employment provisions.” The common thread: more flexibility - with clear shifts in rights and obligations. Below is a practical overview of the key changes.

1. Work schedules: from detailed rules to a framework approach

What’s changing?

Employers will no longer be required to include all full-time work schedules individually in the work rules. Instead, a general working time framework will suffice, covering, among others:

• Days on which work may be performed
• Daily time blocks
• Minimum and maximum working hours (per day/week)

Practical impact

• Less need for continuous updates to work rules and lengthy appendices that are difficult to navigate

•  More room for individual arrangements within a clear framework

   

Note: this is not deregulation. Existing rules on working time, information obligations, and flexible schedules remain fully in place.

2. Part-time work: lower minimum threshold

As of June 1, 2026, the minimum working time for part-time employees will be reduced from one-third to one-tenth of a full-time position.

What does this mean?

• More room for very small part-time contracts
• Increased flexibility for industries with peak workload

At the same time, this requires greater attention to social protection, workforce planning, and administrative follow-up.

3. Night work: a fundamental shift

The general prohibition on night work will be abolished.
 

For distribution and e-commerce:

• New definition of night work: 11:00 p.m. – 6:00 a.m. (instead of 8:00 p.m. – 6:00 a.m.)
• For new hires: premiums will apply only to work performed after 11:00 p.m.
• Existing employees retain their current rights (grandfathering principle)

In addition, implementation procedures will be significantly simplified (through work rules or a (simplified) collective bargaining agreement).

4. Notice periods: cap for new contracts

As of June 1, 2026:

• Notice periods in case of employer-initiated termination will be capped at 52 weeks
• The maximum is reached after 17 years of service
• Applies only to new employment agreements
• Rules for employee resignations remain unchanged

5. Temporary agency work: administrative simplification

As of June 1, 2026, a key administrative requirement in temporary agency work will be eliminated.

What’s changing?
The obligation to prepare a separate “statement of intent” before the first assignment will be removed.

In practice:

• The temporary employment agreement will suffice
• This must still be documented in writing at the latest upon the start of employment

Note: all other rules remain fully applicable (such as permitted grounds and maximum duration).