Implementation of the coalition agreement and the budget agreement
The draft law is based on measures that the government has already announced. However, the current version of the draft law does not yet include everything mentioned in the coalition agreement and the budget agreement. For example, there is no trace of an expansion of flex jobs to all sectors in this draft.
Therefore, the draft law is still subject to change. The five main measures we discuss here are expected to enter into force on April 1, 2026.
A relaxed framework for full-time work schedules
The first measure in the draft law allows employers to no longer include all full-time work schedules in the labour regulation, which is currently required.
Instead, the draft law gives employers the option to include a framework in their labour regulation. This framework will cover all possible arrangements within the company.
If you wish to implement a framework soon, you must at least include the following information in your labour regulation:
- Days of the week when work can be performed
- Time period during which work can be performed
- Minimum and maximum daily working hours
- Normal and maximum weekly working hours
For part-time workers with a variable work schedule, nothing changes. Their work schedules must still be included in the labour regulation.
The draft also clarifies that it is not intended to create a framework where work could be performed every day of the week and at all hours. The framework must align with the actual performances in your company.
The abolition of night work
From April 1, 2026, night work will be allowed everywhere. The principle that night work occurs between 8 PM and 6 AM will still apply.
In the e-commerce and related sectors, night work will only be permitted from 11 PM to 6 AM. The sectors involved are:
- Supplementary joint committee for workers
- Joint committee for the trade in foodstuffs
- Joint subcommittee for the timber trade
- Joint committee for the trade in fuels
- Joint subcommittee for road transport and logistics on behalf of third parties
- Joint subcommittee for electricians: installation and distribution
- Joint subcommittee for the metal trade
- Supplementary joint committee for employees
- Joint committee for self-employed retail
- Joint committee for employees in the retail trade of foodstuffs
- Joint subcommittee for medium-sized food companies
- Joint committee for employees in international trade, transport, and logistics
- Joint committee for large retail businesses
- Joint committee for department stores
Furthermore, as an employer in these sectors, you must also be engaged in retail or wholesale, e-commerce, or logistics on behalf of third parties to qualify for the exception to night work.
The existing bonuses for night work for employers in these sectors who meet the conditions will also be limited to the period from 11 PM to 6 AM. This limitation applies only to workers whose labour contract starts from April 1, 2026. For workers who have been employed longer, this exception does not apply.
The minimum weekly working hours will be limited to 1/10 of full-time working hours
Currently, a part-time worker must perform at least 1/3 of the weekly working hours of a full-time worker. This minimum weekly performance will be reduced to 1/10 of the full-time weekly working hours starting from April 1, 2026.
It is currently unclear whether the royal decree that allows exceptions to the current 1/3 rule will be adjusted.
Limitation of the notice period
If you, as an employer, dismiss a worker, you must provide a notice period. You can also dismiss your worker with notice compensation equal to the salary for the notice period. The notice period is calculated based on the seniority of your worker.
Currently, there is no maximum on the notice period. In theory, the notice period can last several years. This will change from April 1, 2026.
The draft law states that the notice period will be limited to 52 weeks if you, as an employer, dismiss your worker. This rule applies only to labour contracts that commence from April 1, 2026.
Mandatory electronic submission of collective agreement no. 90
If you want to implement a pay bonus plan for your employees based on collective agreement no. 90 and are doing this through an accession deed, you will be required to submit that accession deed electronically to the FPS ELSD from April 1, 2026.
What does Securex do for you?
These measures are not yet official and may change during discussions in parliament. At Securex, we are closely monitoring this and will provide additional information on Lex4You as soon as there is more clarity.
If you have any further questions, please feel free to contact your Securex Legal Advisor at myHR@securex.be.
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