What are the main points of this agreement?
- From January 1, 2026, a maximum of 5 days of temporary unemployment will be allowed for the year-end bonus, applicable in cases of economic reasons or force majeure.
- Employees who are dismissed are entitled to a pro rata year-end bonus, even if they give a notice of termination, as long as they have at least 6 months of service.
- Employees who resign or whose employment is terminated by mutual agreement will receive a pro rata year-end bonus if they have at least 3 years of service, instead of the previous requirement of 5 years.
- Two interpretative notes regarding the equivalence of 60 days of illness or accident will be added to the collective agreement on the year-end bonus to ensure consistent calculations.
- The employer's contribution for NMBS train tickets will increase from January 1, 2026, to 100% of the price of a second-class train ticket, with a recommendation for a third-party payment arrangement.
- The bicycle allowance will rise on October 1, 2026 to €0.32 per kilometre, with a maximum of €12.80 per day.
- The annual gross limit for the reimbursement of private transport will be adjusted each year on January 1 starting in 2026.
- The time credit system, including time credit for specific reasons, and the landing paths (1/5 from age 55 and part-time from age 55) will be extended until June 30, 2029.
- The additional allowance for landing paths of €90.45 per month will remain in place until June 30, 2029.
- From January 1, 2026, bereavement leave will be extended to 12 days for the death of a partner or child, and to 5 days for the death of a father, mother, or parents-in-law.
- The training fund CEVORA will focus more on reintegration of long-term sick individuals and artificial intelligence; there will also be a recommendation regarding telework and a suggestion to use digital channels when there is a union delegation in the company.
Our tip: Want to know more about the sector agreement in PC 200? Be sure to follow our training: 🎓 Sector Agreement PC 200: What do you need to know? | Securex
Meal Vouchers
This agreement does not include any provisions regarding meal vouchers. This means that as an employer, you can decide whether to increase the meal vouchers or not.
Read more: "Can you already increase the amount of meal vouchers to €10?"
What are the modalities?
Meal vouchers must be provided through a collective labour agreement (CLA) or an individual agreement. The issuance of meal vouchers cannot result from a verbal agreement or from a practice that the employee has tacitly accepted. A simple mention in the work regulations is also not sufficient.
Our tip: Do you want to introduce meal vouchers or increase the existing amount? Securex has prepared a model agreement for you. Your Legal Advisor can provide you with this model. If you have further questions about meal vouchers, do not hesitate to contact us at myHR@securex.be.
Artificial Intelligence
Artificial intelligence, or AI, is becoming increasingly important in our society and workplaces as it automates processes, increases efficiency, and encourages innovation. At the same time, it changes jobs: some roles disappear, others evolve, and new positions require digital skills and collaboration with technology.
Therefore, a whole chapter has been dedicated to artificial intelligence in the sectoral agreement.
The social partners emphasise that AI offers opportunities for productivity, innovation, efficiency, and quality work, but will also change roles, tasks, and work processes. They call for a responsible, human-centred implementation of AI and make recommendations regarding training, consultation, transparency, well-being, and trust.
Our tip: Be sure to check out our training offerings on AI: Training AI – compliant & futureproof according to EU AI Act | Securex
What does Securex do for you?
If you have any questions about this agreement, do not hesitate to contact your Legal Advisor at myHR@securex.be