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Employment

Simplifying hiring incentives to create more jobs

Starting or growing a business deserves clear and accessible support. The reform introduces a single, simple incentive open to all sectors, with support of up to €1,200 per month for 24 months. The result: a concrete boost to get started or grow, and more economic opportunities for everyone.

Employment Self-employed and SMEs Wallonia

18 May 2026

Reform of the Business Vouchers

At the initiative of Economy Minister Pierre-Yves Jeholet, the Walloon Government carried out a thorough reform of the Chèques-Entreprises scheme from the very start of the legislature, with the aim of establishing a more rigorous, transparent and effective framework, refocused on the businesses that benefit from it. The transition comes with a temporary and strictly targeted moratorium, limited to new applications for provider accreditation, excluding the business vouchers themselves and the Energy scheme.

Employment Self-employed and SMEs Wallonia

18 May 2026

Incentives for continuing training (training voucher, adaptation credit, paid educational leave)

Training should never be an obstacle to moving forward or growing your business. Financial support helps Walloon companies with the continuing training of their teams and also gives self-employed people easier access to training. The result: stronger skills, growing businesses and more opportunities for everyone.

Employment Self-employed and SMEs Wallonia

18 May 2026

A new social agreement for the purchasing power of domestic helpers

Behind every home service are workers who are essential to your daily life. The reform of the Service Vouchers scheme in Wallonia aims to better recognise their work by raising their incomes: up to +€552 net per year for a part-time job of 24 hours a week, plus a one-off catch-up bonus. The result: fairer conditions for domestic helpers.

Employment Wallonia

18 May 2026

Forem reform to better support jobseekers

Forem is being reformed to support every jobseeker more quickly and more effectively. The aim is to activate people at every stage of their path, with more rigorous follow-up, modernised digital tools and better guidance towards occupations that are hiring. Employment integration operators will also be held more accountable for their concrete results. For citizens, this means less waiting, more useful support and better chances of finding a job that matches the real needs of Walloon businesses.

Employment Wallonia

18 May 2026

Extension of flexi-jobs to all sectors

Flexi-jobs are being extended to all sectors, in both the public and private spheres. The system remains attractive for employers, with the employer contribution maintained at 28%, while the maximum annual income for workers rises to 18,000 euros. This extension allows those who wish to top up their income more easily, while giving companies and public services a flexible solution to meet their staffing needs.

Employment Federal

15 May 2026

Return to work: better monitoring of incapacity for work over time

Each period of incapacity for work prescribed by the treating doctor may not exceed three months. This limit makes it possible to reassess the worker's medical situation more regularly, rather than letting an absence drag on without a further review.

Employment Federal Wallonia

15 May 2026

Making health insurance funds accountable for supporting long-term sick people

Health insurance funds will be made more accountable in supporting people who are unfit for work. Part of their administrative costs will depend more directly on their ability to effectively reintegrate the long-term sick into the labour market. The aim is to make the return to work a concrete priority

Employment Federal

15 May 2026

Making employers more accountable for long-term absences

Employers that are not SMEs will be held more accountable when a worker aged 18 to 54 goes on long-term sick leave. During the first two months of primary incapacity following the guaranteed pay period, they will have to contribute 30% of the benefit paid by the health insurance fund. This contribution replaces the current accountability levy linked to excessive numbers of workers moving into invalidity. The aim is to encourage companies to act earlier, prevent long absences more effectively and provide concrete support for workers' reintegration wherever possible.

Employment Federal

15 May 2026

Making employers accountable to encourage a return to work after illness

Employers with 20 or more workers will have to start a reintegration pathway no later than six months after the start of the period of incapacity for work. If they fail to do so, a level 2 sanction may be applied. The objective is clear: to make reintegration a concrete, monitored and genuinely supported process rather than a theoretical principle. For workers, this means a better chance of being supported towards a suitable return to work when their health allows it.

Employment Federal

15 May 2026

Neutralising guaranteed pay in the event of partial return to work

When a worker partially resumes work as part of an authorised activity with their employer, a relapse will no longer trigger payment of guaranteed pay. This clarification aims to remove a concrete obstacle to reintegration: an employer who allows a gradual return is no longer penalised in the event of a relapse. This encourages partial returns, which are often essential to regain a rhythm, maintain the link with work and move towards more lasting reintegration.

Employment Federal

15 May 2026

An incentive for partial return to work after illness

When a worker returns to work part-time with the approval of the advising doctor, the employer who accepts this return will no longer have to pay guaranteed pay in the event of a relapse during that period. This clarification replaces the current twenty-week neutralisation regime and removes a concrete obstacle to reintegration. By giving employers more certainty, it encourages gradual returns to work, which are often essential to help workers find their rhythm again, stay connected with their professional environment and return to employment for the long term.

Employment Federal

15 May 2026

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