On 30 April 2026, the House of Representatives approved the Act containing various labour-related provisions. Moreover, the Act modifying the rules on voluntary overtime and the Social Criminal Code, relaxing the existing framework on voluntary overtime, was also approved by the House of Representatives on that same date. Publication of both Acts in the Belgian Official Gazette is still pending. Here is what matters in practice.
1. Greater flexibility in work schedule frameworks in work rules
Entry into force: 1 June 2026
Under the current regime, employers are required to include all full-time, detailed fixed work schedules in the work rules. This obligation has long been considered a source of rigidity, particularly for companies whose operational needs fluctuate over time.
The new law allows employers to replace fixed schedules with a general framework specifying:
(a) the days of the week during which work may be scheduled;
(b) the daily time window within which work can take place;
(c) the minimum and maximum daily hours, and
(d) the normal and maximum weekly hours.
Full, detailed schedules only need to be inserted into the work rules if they fall outside this established framework.
2. Reduction of the minimum working time for part-time employment
Entry into force: 1 June 2026
Previously, part-time employment contracts were required to cover at least one-third of the weekly working hours applicable to full-time employees in the same company.
The new Act reduces this minimum to one-tenth of full-time hours. Based on a standard 38-hour working week, this means a minimum of fewer than 4 hours per week.
3. Reform of night work regulations
Entry into force: 1 June 2026
The general prohibition on night work (= work performed between 20:00 and 06:00) is lifted.
Moreover, for companies in the distribution sector and related sectors (including e-commerce, wholesale, retail, logistics and bpost) a specific derogation narrows the definition of night work to the period between 23:00 and 06:00.
For employees newly hired from 1 June 2026 onwards in those sectors, night premiums and benefits will apply only to hours worked between 23:00 and 06:00, unless contractual or regulatory provisions or the work rules entered into force after 1 June 2026 provide otherwise.
Employees already employed before 1 June 2026 retain their existing premiums and protections in full for work performed between 20:00 and 06:00. Employers wishing to modify those existing benefits for economic reasons must first refer the matter to the relevant joint committee.
An evaluation of these provisions must be conducted by the National Labour Council and the Central Economic Council by 30 June 2027, and the sectoral definition may be adjusted by royal decree after April 2027.
4. Introduction of a maximum notice period in case of dismissal
Entry into force: 1 June 2026
Under the existing rules, notice periods for dismissed workers continue to grow indefinitely with seniority, based on a progressive scale. For workers with very long careers, this can result in extremely lengthy, and costly, notice obligations for employers.
For employment contracts whose execution commences on or after 1 June 2026, the notice period is capped at 52 weeks for workers with 17 or more years of seniority. Once this ceiling is reached, the period no longer continues to accumulate. This measure is intended to reduce cost uncertainty for employers while maintaining strong protection for long-serving workers.
5. New structural rules on voluntary overtime
Entry into force: 1 April 2026
With retroactive effect from 1 April 2026, the voluntary overtime regime has been relaxed. Employees in all sectors may now perform up to 360 voluntary overtime hours per calendar year, without justification or compensatory rest. Previously, the regime provided for 120 “regular” voluntary overtime hours and 120 “relance” hours. These systems have now been harmonised and expanded.
Out of these 360 hours, no overtime pay is due for 240 hours. In addition, 240 hours are exempt from social security contributions and taxes, meaning they can be paid net.
Voluntary overtime remains subject to a written agreement between employer and employee (e.g. via email, a separate agreement, or an addendum to the employment contract). Since 1 April 2026, such agreements only need to be renewed once per year (instead of every six months) and may provide for tacit renewal, resulting in a significant administrative simplification.
Stricter rules apply to part-time employees. As from 1 April 2026, they may only perform voluntary overtime in case of a temporary increase in workload and provided they have been employed part-time for at least three years. These conditions do not apply to employees who already had a voluntary overtime agreement in place at the time the Act is published in the Belgian Official Gazette. Employees who have reduced their working time in the context of a career break (such as parental leave) remain excluded from voluntary overtime.
Although the Act has not yet been published in the Belgian Official Gazette, the Federal Public Service Employment, Labour and Social Dialogue has confirmed that the scheme can already be applied in practice since 1 April 2026, following its approval by the House of Representatives
The Acts are yet to be published in the Belgian Official Gazette. However, employers are advised to revise their work rules and working time practices to ensure compliance with new legislation.
Any questions about what these changes mean for your business? Reach out to AKD's Employment Law team : we are happy to help!
On 30 April 2026, the House of Representatives approved the Act containing various labour-related provisions. Moreover, the Act modifying the rules on voluntary overtime and the Social Criminal Code, relaxing the existing framework on voluntary overtime, was also approved by the House of Representatives on that same date. Publication of both Acts in the Belgian Official Gazette is still pending. Here is what matters in practice.
1. Greater flexibility in work schedule frameworks in work rules
Entry into force: 1 June 2026
Under the current regime, employers are required to include all full-time, detailed fixed work schedules in the work rules. This obligation has long been considered a source of rigidity, particularly for companies whose operational needs fluctuate over time.
The new law allows employers to replace fixed schedules with a general framework specifying:
(a) the days of the week during which work may be scheduled;
(b) the daily time window within which work can take place;
(c) the minimum and maximum daily hours, and
(d) the normal and maximum weekly hours.
Full, detailed schedules only need to be inserted into the work rules if they fall outside this established framework.
2. Reduction of the minimum working time for part-time employment
Entry into force: 1 June 2026
Previously, part-time employment contracts were required to cover at least one-third of the weekly working hours applicable to full-time employees in the same company.
The new Act reduces this minimum to one-tenth of full-time hours. Based on a standard 38-hour working week, this means a minimum of fewer than 4 hours per week.
3. Reform of night work regulations
Entry into force: 1 June 2026
The general prohibition on night work (= work performed between 20:00 and 06:00) is lifted.
Moreover, for companies in the distribution sector and related sectors (including e-commerce, wholesale, retail, logistics and bpost) a specific derogation narrows the definition of night work to the period between 23:00 and 06:00.
For employees newly hired from 1 June 2026 onwards in those sectors, night premiums and benefits will apply only to hours worked between 23:00 and 06:00, unless contractual or regulatory provisions or the work rules entered into force after 1 June 2026 provide otherwise.
Employees already employed before 1 June 2026 retain their existing premiums and protections in full for work performed between 20:00 and 06:00. Employers wishing to modify those existing benefits for economic reasons must first refer the matter to the relevant joint committee.
An evaluation of these provisions must be conducted by the National Labour Council and the Central Economic Council by 30 June 2027, and the sectoral definition may be adjusted by royal decree after April 2027.
4. Introduction of a maximum notice period in case of dismissal
Entry into force: 1 June 2026
Under the existing rules, notice periods for dismissed workers continue to grow indefinitely with seniority, based on a progressive scale. For workers with very long careers, this can result in extremely lengthy, and costly, notice obligations for employers.
For employment contracts whose execution commences on or after 1 June 2026, the notice period is capped at 52 weeks for workers with 17 or more years of seniority. Once this ceiling is reached, the period no longer continues to accumulate. This measure is intended to reduce cost uncertainty for employers while maintaining strong protection for long-serving workers.
5. New structural rules on voluntary overtime
Entry into force: 1 April 2026
With retroactive effect from 1 April 2026, the voluntary overtime regime has been relaxed. Employees in all sectors may now perform up to 360 voluntary overtime hours per calendar year, without justification or compensatory rest. Previously, the regime provided for 120 “regular” voluntary overtime hours and 120 “relance” hours. These systems have now been harmonised and expanded.
Out of these 360 hours, no overtime pay is due for 240 hours. In addition, 240 hours are exempt from social security contributions and taxes, meaning they can be paid net.
Voluntary overtime remains subject to a written agreement between employer and employee (e.g. via email, a separate agreement, or an addendum to the employment contract). Since 1 April 2026, such agreements only need to be renewed once per year (instead of every six months) and may provide for tacit renewal, resulting in a significant administrative simplification.
Stricter rules apply to part-time employees. As from 1 April 2026, they may only perform voluntary overtime in case of a temporary increase in workload and provided they have been employed part-time for at least three years. These conditions do not apply to employees who already had a voluntary overtime agreement in place at the time the Act is published in the Belgian Official Gazette. Employees who have reduced their working time in the context of a career break (such as parental leave) remain excluded from voluntary overtime.
Although the Act has not yet been published in the Belgian Official Gazette, the Federal Public Service Employment, Labour and Social Dialogue has confirmed that the scheme can already be applied in practice since 1 April 2026, following its approval by the House of Representatives
The Acts are yet to be published in the Belgian Official Gazette. However, employers are advised to revise their work rules and working time practices to ensure compliance with new legislation.
Any questions about what these changes mean for your business? Reach out to AKD's Employment Law team : we are happy to help!