What does the month of June 2026 bring in terms of HR?

June brings longer days and the start of summer. At the same time, the government has quite a few changes planned for us. These include working hours, the term of notice, and last but not least, the “cent index”.

This AI-generated translation may contain errors and should not be considerd legal advice. For accurate info, refer to the Dutch or French version or consult your Securex Legal Advisor.

Abolition of Night Work

From 1 June 2026, night work will be allowed in every company. The rule that night work takes place between 8 p.m. and 6 a.m. will still apply. In the e-commerce and related sectors, night work will only be allowed from 11 p.m. to 6 a.m.

Limitation of the minimum working time to 1/10 full-time

From 1 June 2026, the minimum weekly working time for part-time workers will be reduced to 1/10 of a full-time working week (instead of 1/3).

A relaxed framework for full-time schedules

You no longer need to include all full-time schedules in the labour regulation and can work with a general framework instead. This framework sets the limits and must match the practice in your company. For part-time workers with variable schedules, nothing changes.

Notice period limited to 52 weeks

If you dismiss a worker with an indefinite labour contract that started between 1 January 2014 and 31 May 2026, you must apply the following notice periods: Notice periods for workers employed since 1 January 2014 | Securex.

These notice periods can be quite long. Therefore, for a worker with a labour contract starting on 1 June 2026 or later, the notice period will be limited to a maximum of 52 weeks.

The cents index starts

The federal government plans to apply the cents index twice during this legislature, in 2026 and 2028. With this indexation, the salary of workers earning a gross monthly salary above 4,000 euros will only be indexed up to 2% based on that 4,000 euros.
Any amount above 4,000 euros will not be fully adjusted. Workers earning less than 4,000 euros will receive full indexation.

Pay transparency

Belgium had until 7 June 2026 to implement the directive on pay transparency into Belgian law. This deadline was missed. However, it remains important to keep focusing on pay transparency in your company.

Pay bonus (CAO 90)

From 1 June 2026, you will only be able to submit the accession documents for bonus plans (that is, the non-recurring performance-related bonus CAO 90) electronically.

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