June 2026 saw the publication of two significant pieces of labour legislation. The aim of these reforms is to increase labour market flexibility and reduce barriers to recruitment.
The first, the Act containing various provisions relating to employment, was published in the Belgian Official Gazette on 1 June 2026. The second, published on 15 June 2026, reforms the notice periods applicable during the first six months of an employment contract. An overview.
1. Notice periods: a maximum of 52 weeks and a reduced notice period during the first six months
This is one of the most significant changes. Firstly, for employment contracts where the term of employment began on or after 1 June 2026, the notice period in the event of dismissal by the employer will no longer increase beyond 17 years’ service. The maximum notice period is now set at 52 weeks.
Prior to this reform, there was no effective upper limit. For an employee who had spent their entire career with the same employer, the notice period could therefore reach around 76 weeks. Furthermore, a second reform stipulates that during the first six months of the employment contract, both the employer and the employee will only be required to give one week’s notice.
The rules relating to counter-notice have also been amended and limited to one week during this same period. Whilst the 52-week cap is intended to limit the cost of very long-term redundancies, the reduced notice period during the first six months reintroduces a degree of flexibility comparable to the former probationary period.
Practical impact:
Careful attention should be paid to the transitional rules. The 52-week cap applies only to employment contracts where the term of the contract began on or after 1 June 2026. However, the new, shorter notice periods will only apply to employment contracts where the term of the contract begins on or after 1 August 2026.
2. Reform of night work
The Act removes the general ban on night work. Night work is therefore now permitted in principle, subject to certain specific restrictions.
Furthermore, for certain sectors such as retail and e-commerce, the definition of night work has been redefined: work carried out between 8 pm and 11 pm will no longer automatically give rise to night work supplements. Only work carried out between 11 pm and 6 am will still be considered night work.
Practical impact:
For companies operating in logistics, retail and e-commerce, this could lead to:
- a reduction in wage costs associated with evening work
- greater flexibility in organising working hours
- a simplification of the process for implementing night work arrangements
3. More flexible working regulations
Employers will now be able to set out a general framework for normal working hours in their working regulations, without having to specify each individual timetable explicitly.
Practical impact:
This represents a significant reduction in administrative burden:
- fewer amendments to working regulations
- greater flexibility in working hours
- faster organisational adjustments within companies
4. Reduction in the minimum threshold for part-time work
The minimum weekly working hours for part-time workers are reduced from one-third to one-tenth of a full-time position.
Practical impact:
Employers will therefore have greater scope to:
- organise very limited part-time shifts
- develop more flexible working patterns
- better manage peaks in activity and weekend work
However, the minimum duration of three hours per shift remains in place.
5. Simplification of temporary agency work
The requirement to submit a prior declaration of intent for temporary agency work has been abolished. The temporary agency contract alone will now suffice.
6. Mandatory digitisation of bonus schemes (CLA No. 90)
From 1 June 2026, forms of acceptance relating to bonus schemes must be submitted exclusively electronically via the FPS Employment application.
Conclusion
The legislator is clearly aiming for greater flexibility, both at the time of recruitment, during the employment relationship, and upon its termination. For employers, the new rules on notice periods are probably the most significant change.
However, companies would be well advised to check which rules apply depending on the start date of the employment contract, as the two reforms are subject to separate transitional arrangements.
By Emmanuel Wauters, Partner at Clarity Legal and Employment Law Specialist
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