The federal government has reached a budget agreement that settles the essential reforms to be carried out while putting public finances back on track. This agreement also marks a decisive step in the modernisation of the labour market in Belgium.
Monday morning's agreement validates a set of ambitious measures long awaited to strengthen business competitiveness, create more jobs and offer workers and employers greater flexibility. With these reforms, Belgium is taking an essential step to boost its economy, attract new investment and provide workers with a more flexible, agile labour market suited to the realities of modern life.
David Clarinval, Minister for Employment, Economy and Agriculture, welcomed the agreement: “Today we are laying the foundations for a modern, attractive labour market firmly geared towards the future. This agreement strengthens the competitiveness of our businesses, supports our economy and creates new opportunities for thousands of workers. It is a significant step forward for everyone who works: entrepreneurs, employers of large and small businesses, blue-collar and white-collar workers, farmers, and all those who keep our economy running and create value. It prepares Belgium for tomorrow's economic challenges.”
Modernised and more attractive voluntary overtime
The agreement provides for the introduction, across all sectors, of an attractive system of 360 voluntary overtime hours per year without justification, to meet activity peaks while offering more choice. For 240 of these hours, gross will equal net, meaning no social contributions or tax. In the hospitality sector, particularly affected by labour shortages, the ceiling is raised to 450 hours, of which 360 hours with gross equal to net.
These overtime hours will be accessible to full-time workers and, under certain conditions, to long-term part-time workers. An annual report from the NSSO from 2027 onwards will allow the implementation of this measure to be monitored, in the interest of transparency.
Furthermore, from 2027 onwards, all employers will be required to have a simple and flexible working time registration system.
Work regulations: more flexibility, less administration
Businesses will now be able to opt for a general work framework, replacing the obligation to detail working hours in the work regulations.
This flexibility will lighten the administrative burden for employers and give workers greater freedom in setting their working hours. This decision is important as it allows for a better balance with private life, particularly for parents, carers, students and pensioners.
If a schedule exceeds this framework, conciliation procedures will be simplified, allowing for faster adjustments.
Removal of the minimum weekly working time
The minimum weekly duration for part-time workers is reduced from 1/3 to 1/10 of a full-time position.
This reform creates new opportunities for students, pensioners, people with disabilities, parents with young children and carers alike. They will now be able to accept small contracts legally, securely and in a way suited to their personal circumstances.
Night work: Belgium becomes attractive for investment again
Night work is being adjusted to support economic growth, particularly in distribution and e-commerce. The ban on night work is lifted across all sectors. Night work will be defined as taking place between 8pm and 6am, with a specific definition for the distribution and e-commerce sectors, where night work will begin at 11pm and end at 6am. These reforms will allow Belgium to catch up with its neighbours in the e-commerce sector and secure thousands of potential jobs.
Procedures for introducing night or evening work will also be simplified.
The purchasing power of current workers is guaranteed, with existing bonuses remaining in place. New workers will also benefit from regulated bonuses, at least equal to those under Collective Labour Agreement No. 49.
Other key measures
The support measures for dismissed workers with a notice period of at least 30 weeks will be evaluated. These measures provide financial support to promote the employability of dismissed workers (training, coaching, etc.). An accelerated evaluation will determine what adjustments are needed or whether resources should be redirected elsewhere to improve the system.
In addition, the notice period in the event of dismissal is now limited to 52 weeks once the worker reaches 17 years of seniority, for contracts starting after 1 January 2026.
Finally, temporary work is being eased through a significant administrative simplification for temporary employment agencies. They will no longer need to individually establish the intention to conclude a contract for each temporary worker at the time of first hiring.