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74 Articles

Employment

Better management of relapses after returning to work

To avoid the “revolving door” effect, a relapse into illness will only give rise to a new entitlement to 30 days of guaranteed pay after 8 weeks back at work, compared with 2 weeks previously. This measure aims to limit overly short back-and-forth movements between returning to work and incapacity, which disrupt companies' organisation and do not always lead to a lasting return. It encourages returns that are better prepared, more stable and better suited to the worker's actual situation.

Employment Federal

15 May 2026

Empowering workers to take responsibility in their return-to-work journey

Returning to work also depends on the worker's active participation where their state of health allows. Incapacity benefits will be reduced by 10%, instead of 2.5%, for those who do not cooperate sufficiently in their return-to-work pathway through their health insurance fund, for example by failing to complete a questionnaire. Where someone fails, without valid reason, to attend a summons from the occupational physician or the advising physician as part of reintegration, entitlement to benefits may be suspended. The aim is to guarantee serious support, with protected rights, but also with steps to be followed so that a suitable return to work is possible where feasible.

Employment Federal

15 May 2026

Better regulation of absences without a medical certificate

The number of days of sick leave without a medical certificate drops from three to two. This measure aims to make everyone accountable and prevent abuse, without calling into question the trust placed in workers.

Employment Federal

15 May 2026

Adjustment of medical force majeure

The waiting period before termination of a contract on grounds of medical force majeure can be considered is reduced to six months of incapacity for work. This change makes it possible to clarify more quickly those situations where a return to the job is no longer possible for medical reasons. It avoids leaving workers and employers in prolonged uncertainty, while maintaining a specific framework linked to the state of health. The aim is to better organise pathways after a long period of incapacity, with greater clarity for everyone.

Employment Federal

15 May 2026

Reform of reintegration procedures within companies

Return to work is triggered more quickly when an employee is absent for health reasons. After one month of absence, the occupational physician must step in to examine the possibilities of a return or an adaptation. After eight weeks, the employer must have the employee's work capacity assessed by the external prevention service. The aim is to prevent absences from dragging on without follow-up, to identify earlier what remains possible and, where realistic, to open up a tailored reintegration pathway.

Employment Federal

15 May 2026

Preventing absenteeism and better supporting the return to work

Companies will have to include an active absenteeism policy in their work regulations. The aim is to act earlier, better monitor repeated or prolonged absences and prevent difficult situations from becoming entrenched. For workers, this means clearer and more predictable support, with more prevention and more opportunities for reintegration when returning to work is possible. For employers, it provides a common framework to better manage absenteeism, protect teams and encourage a gradual return to work.

Employment Federal

15 May 2026

Maintaining automatic wage indexation

Automatic wage indexation is maintained, but better targeted to protect low and middle incomes first. Wages will be fully indexed up to €4,000 gross, while amounts above that will not be. For social benefits, indexation will be capped at €2,000 gross. This adjustment preserves the bulk of purchasing power while keeping public spending and labour costs under control. It also helps ensure that work remains more rewarding than inactivity. The salaries of ministers and MPs will not be indexed until the end of the legislature.

Employment Federal

15 May 2026

Wage increase thanks to indexation

Wages will rise by 5.5% over two years thanks to the indexation mechanism. For an average gross salary, that means a gain of more than 100 euros net per month. This concretely supports workers' purchasing power in the face of the rising cost of living.

Employment Federal

15 May 2026

A cap on employer contributions to boost Belgium's attractiveness

From 1 July 2025, employer social security contributions will be capped. In practice, this concerns only the charges paid by the employer, not the employee's contributions. By limiting the cost borne by companies for high-earning profiles, Belgium becomes more attractive for recruiting and retaining qualified talent. The measure thus strengthens the competitiveness of our businesses while preserving the appeal of our labour market. From 1 April 2026, this cap will no longer apply to sportspeople.

Employment Federal

15 May 2026

Reduction of employer contributions to make hiring easier

Employers' contributions will be gradually reduced, with relief rising from 325 million euros in 2025 to around 1 billion euros in 2029. By lowering the social cost borne by employers for each worker, hiring becomes more accessible and more attractive. For businesses, it means more room to recruit, invest and stay competitive. For citizens, it is a measure that can open up more job opportunities and boost activity in our country.

Employment Federal

15 May 2026

Capping the maximum notice period at 52 weeks

The maximum notice period is now capped at 52 weeks, the equivalent of 17 years' seniority. This limit gives businesses greater predictability and helps preserve their competitiveness by avoiding periods that are too long and difficult to manage. For employees, it also means not being stuck for too long in a situation that has become uncertain or unwanted. With a clearer framework, everyone can move on faster, prepare what comes next and seize a new career opportunity more easily.

Employment Federal

15 May 2026

Abolition of the minimum weekly working hours

The minimum weekly working time threshold is being lowered to one tenth of a full-time schedule, instead of one third previously. This change opens the door to shorter, more flexible jobs suited to students, pensioners, people with disabilities, informal carers and anyone who cannot work many hours. It also makes it possible to formally declare small tasks that would otherwise risk remaining undeclared work. The result: more opportunities, better social protection for workers and fairer tax revenue for the State.

Employment Federal

15 May 2026

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