In the early hours of 21 July 2025, the Belgian federal government reached a new “summer agreement” concerning important changes to labour law. While these measures still need to be translated into legislation before taking effect, the agreement provides a clear indication of the direction Belgian employment law is heading. Here are five things employers need to know to anticipate the expected reforms.
1. Night work liberalisation
The government has confirmed its intention to abolish the existing ban on night work, thereby easing its implementation across sectors. For the e-commerce and the logistic sector, night work will be defined as work performed between midnight and 5 a.m., while other sectors will maintain the current definition of night work – from 8 p.m. to 6 a.m.
This reform marks a significant shift in Belgium’s labour law framework. Until now, night work was permitted only under strict conditions and subject to specific procedures. Moving forward, companies employing workers during evening or night shifts will need to carefully review and, where necessary, update their internal work rules, policies, and collective labour agreements to ensure compliance with the forthcoming legislation.
2. Broader and more attractive voluntary overtime regime
The annual cap on voluntary overtime work will increase to 360 hours, with up to 240 of those hours being tax-exempt (450 and 360 hours, respectively, in the horeca sector).
As this reform will certainly increase the use of voluntary overtime work, it will be essential for employers to ensure that administrative processes are compliant with the new thresholds and tax rules. Employers should also be ready to communicate with employees regarding the new terms and conditions applicable to voluntary overtime work once the new rules are in effect.
3. Easier hiring for small volumes of work
The government intends to abolish the minimum weekly working time corresponding to at least one-third of a full-time schedule. This change aims to reduce undeclared work and make it easier for employers to legally hire occasional workers. The three-hour minimum per shift is expected to remain, and zero-hour or on-call contracts will continue to be prohibited. This adjustment may prove especially useful for sectors with irregular staffing needs.
4. Capping the notice period at 52 weeks
A new ceiling on notice periods in the event of dismissal is announced. For employment contracts concluded from 1 January 2026 onwards, notice periods will be capped at a maximum of 52 weeks once employees reach 17 years of seniority. This measure will help limit the employers’ costs in case of dismissals.
5. Reintroduction of a probationary period
While this was not part of the summer agreement itself, a draft bill on a limited notice period of seven days during the first six months of employment has been submitted to social partners. This would reintroduce a form of probationary period into Belgian employment law and will reduce the risk of legal action against employers in the event of dismissal during the first few months of employment.
Additional measures on the horizon
In parallel with these core reforms, other changes discussed in the summer agreement are expected. These include an increase in the face value of meal vouchers, an easing of the rules for publishing working schedules in internal work rules, and the digitalisation of the CLA No. 90 bonus plan.
What’s next?
Further negotiations on the legislative level and concrete legislative proposals are expected in the coming months. While the timing and final content of these reforms remain to be seen, employers should begin assessing the potential impact on their companies and prepare their internal policies accordingly. While the upcoming legislative process and social dialogue may lead to slight adjustments to the measures announced, these developments will undoubtedly provide greater clarity and detail on the scope and the concrete application of these measures. We will continue to monitor developments and provide updates as soon as more information becomes available.
Authors: Philippe François and Zoé Harles
