A relaxed framework for full-time working hours
A first provision of the bill states that, as an employer, you will no longer have to include all full-time working hours in the labour regulation. Until now, this obligation always existed.
However, the bill offers you the possibility to include in your labour regulation a framework that covers all possible arrangements within your company.
If you want to work soon with such a framework, your labour regulation must at least mention the following information:
- The days of the week during which work can be performed
- The time slot within which work can be carried out
- The minimum and maximum duration of daily work
- The normal and maximum duration of weekly work
For part-time workers with variable hours, nothing changes: their working hours must still be included in the labour regulation.
The bill also specifies that it is not about creating a framework in which it would be possible to work every day of the week and at any time of the day. The framework must remain in line with the actual labour activities in your company.
The abolition of the specific night work regime
From 1 June 2026, night work will be permitted everywhere. The principle that work performed between 8 p.m. and 6 a.m. constitutes night work remains applicable.
In e-commerce and related sectors, night work will however be limited to the period from 11 p.m. to 6 a.m.. These sectors are as follows:
- Auxiliary joint committee for blue-collar workers
- Joint committee for the food trade
- Sub-joint committee for the timber trade
- Joint committee for the fuel trade
- Sub-joint committee for road transport and logistics for third parties
- Sub-joint committee for electricians: installation and distribution
- Sub-joint committee for the metal trade
- Auxiliary joint committee for white-collar workers
- Joint committee for independent retail trade
- Joint committee for employees in the food retail trade
- Sub-joint committee for medium-sized food companies
- Joint committee for employees in international trade, transport and logistics
- Joint committee for large retail companies
- Joint committee for department stores
Furthermore, to benefit from this exception to the night work regime, the employer in these sectors must also be active in retail or wholesale trade, e-commerce or logistics for third parties.
The existing night work premiums in these sectors will moreover be automatically limited to the period from 11 p.m. to 6 a.m. for employers who meet the conditions. However, this limitation will only apply to workers whose labour contract starts from 1 June 2026. For workers already in service before this date, this restriction does not apply.
For more information: "Night work becomes possible in all companies from 1 June 2026"
The minimum weekly working time is reduced to 1/10 of the full-time weekly working time
Currently, a part-time worker must work at least one third of the weekly working time of a full-time worker. From 1 June 2026, this minimum duration will be reduced to 1/10 of the full-time weekly working time.
It is not yet clear whether the royal decree providing exceptions to the current one-third rule will be adapted.
More information: "Soon a reduction of the minimum weekly working time for part-time workers"
Limitation of the notice period duration
When you dismiss a worker, you must notify them of a notice period. You can also terminate the contract by paying a compensatory notice allowance, equal to the remuneration corresponding to the notice period. This period is calculated based on the seniority of the worker.
Currently, there is no maximum limit. In theory, the notice period could therefore reach several years. From 1 June 2026, this will change.
According to the bill, the notice period will be limited to 52 weeks when the employer dismisses the worker.
However, this limitation will only apply to labour contracts starting from 1 June 2026.
Mandatory electronic filing of CBA no. 90
Do you want to establish a pay bonus plan based on CBA no. 90 for your workers? And do you proceed via an act of accession? From 1 June 2026, you will be required to file this act of accession electronically with the FPS Employment, Labour and Social Dialogue.
What does Securex do for you?
These measures have now been adopted by the Chamber and their publication in the Moniteur belge is expected shortly. At Securex, we are closely monitoring this and will provide additional information on Lex4You as soon as more clarity is available.
Do you already have further questions? Do not hesitate to contact your Securex Legal Advisor via myHR@securex.be.
