Belgium (BE)
Belgium is a small but densely populated federal kingdom at the crossroads of Western Europe, split across three linguistic regions — Dutch-speaking Flanders, French-speaking Wallonia, and bilingual Brussels — and famed for its medieval cities, world-class beer and chocolate, and its role as the de facto capital of the European Union.
Employment Rights
Sick leave, dismissal protection and red flags in Belgium.
Belgium has strong employment protections governed by the Act of 3 July 1978 on employment contracts and sector-specific collective labour agreements (CAOs / CCTs negotiated in joint committees, paritaire comités). The National Labour Council (NAR/CNT) sets cross-sectoral standards. Key rights include generous sick leave, long notice periods, protection from unfair dismissal, and a comprehensive single-status system since 2014 eliminating most blue-collar/white-collar distinctions. The national minimum wage (RMMMG/GGMMI) is €2,189.81/month gross from April 2026 (€2,154.11 from January 2026); sectoral minimums are typically higher. Employment disputes go to the Labour Tribunal (arbeidsrechtbank / tribunal du travail).
Sick leave
Rules: Employees must inform their employer before the start of their shift. A doctor's certificate (geneeskundig getuigschrift / certificat médical) is required from day 1 for absences of more than 2 days, or earlier if required by company policy or collective agreement. The employer's internal company doctor may also examine you.
Doctor note: Day 1 if the employer requires it; otherwise day 3 by default under most sector rules
Employer pay: For white-collar workers (employees): 100% of salary for the first 30 days of guaranteed pay per illness episode. For blue-collar workers (also now called "workers"): 100% for day 1 (previously a deductible day), then 85.88% of capped salary from INAMI/RIZIV mutuality from day 15.
Long-term: After 1 month of primary incapacity, the mutuality pays a disability benefit: 60% of capped reference salary (single person) or 65% for household head. After 12 months, transition to invalidity benefit. Maximum duration is unlimited in Belgium.
Dismissal protection
Law: Employees are protected under the Employment Contracts Act. Dismissal must be for valid reason; wrongful dismissal entitles the employee to compensation. The employer must pay a notice period (opzeggingstermijn / délai de préavis) or an equivalent termination payment.
Deadline to sue: Wrongful dismissal claims must be brought before the Labour Tribunal (arbeidsrechtbank / tribunal du travail) within 1 year of termination.
Probation
Probation periods were abolished for most contracts in 2014 with the single-status reform. Standard employment contracts no longer have a trial period. However, trial periods remain permitted for student work, flexi-jobs, and temporary agency work. First-week notice rules apply instead.
Notice periods
Notice periods are based on continuous service and have been standardised since 2014. From week 1–52: 1 week per started quarter of service. From year 2: 3 weeks per started year. For long careers (20+ years): can exceed 60 weeks. Employer may also pay termination compensation (verbrekingsvergoeding / indemnité de rupture) in lieu of notice.
Working time
Max hours: Standard working week: 38 hours (full-time reference). Legal maximum: 40 hours/week (additional hours require employer approval and compensation). Sector agreements may set lower norms. Annualised working time (flexijobs, shift work) permitted under strict conditions.
Min rest: 11 consecutive hours between working days; minimum 35 consecutive hours per week (usually Sunday + 11h). Daily rest required. Night and shift work regulated separately.
Overtime: Overtime (werkoverschrijding / dépassement) above 38 hours must be compensated with a 50% premium (or 100% on Sundays and public holidays). Employees may agree to receive compensatory rest instead of extra pay. Limit of 143 "inner quota" overtime hours per year.
Vacation
Minimum 20 days annual leave per year for a full-time employee working a 5-day week. Belgium uses a complex "holiday pay" system: employees receive double holiday pay (dubbel vakantiegeld / double pécule de vacances) — approximately one extra month's salary per year. Holiday pay for the current year is based on work in the previous year. Sector agreements often provide more days. Belgian workers also benefit from public holidays (10 national + regional community days).
Anti-discrimination
Belgium has strong anti-discrimination law (Anti-Discrimination Act 2003, Gender Act 2007, Racial Equality Act 2003). Protected characteristics include race, national or ethnic origin, sex, age, sexual orientation, religion, disability, and more. The Interfederal Centre for Equal Opportunities (Unia) handles complaints. The Institute for the Equality of Women and Men covers gender discrimination.
Contract red flags
- !Oral-only employment agreements — always insist on a written contract within the first working day
- !Contracts that do not specify the applicable joint committee (paritair comité) — this determines your minimum wage and sectoral rights
- !Non-compete clauses that do not meet the legal requirements — in 2026 non-compete clauses are only enforceable if your annual gross salary exceeds €44,447 (lower threshold, requires sector CBA) or €88,895 (general threshold); the clause must be in writing, limited to 12 months, geographically restricted to Belgium, and accompanied by compensation of at least 50% of your salary during the restricted period
- !Contracts classifying you as self-employed (independent contractor) when the actual working relationship has characteristics of employment — this is considered false self-employment (schijnzelfstandigheid) and is illegal
- !Salary paid fully in cash without payslip — all employers must provide a payslip (loonbrief / fiche de salaire) with every payment
- !Unreasonable claw-back clauses on training costs — Belgian law limits recovery of training costs to proportionate amounts
- !Contracts that do not mention your employment type (full-time/part-time, fixed term/indefinite)
Employment Rights
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