Dear reader,<\/p>\n\n\n\n
We hope first all is well with you.<\/p>\n\n\n\n
We would like to draw your attention to a recent amendment to the Belgian Employment Contracts Act of 3 July 1978, which changes the notice periods for employees with less than 6 months of seniority, thereby reintroducing a form of probation period. This reform, adopted on 21 May 2026 but not yet published in the Belgian Official Gazette, has therefore not yet entered into force.<\/p>\n\n\n\n
So, what changes in practice?<\/p>\n\n\n\n
Article 37\/2 sets out the notice periods applicable upon termination of an employment contract, whether initiated by the employer or the employee.<\/p>\n\n\n\n
The reform mainly concerns the early stages of employment: the previous step-by-step scale applicable to employees with less than 6 months of seniority has been abolished. It is replaced by a simplified rule, providing for a flat one-week notice period in case of termination or resignation for all employees with less than 6 months of service.<\/p>\n\n\n\n
Beyond 6 months, the existing system remains unchanged, with notice periods continuing to increase progressively based on seniority.<\/p>\n\n\n\n
The regime remains asymmetric: notice periods are generally longer when termination is initiated by the employer, while shorter notice periods apply in case of resignation.<\/p>\n\n\n\n
This one-week notice period also applies under \u00a73 of Article 37\/2, meaning to the counter-notice notified by the already terminated employee.<\/p>\n\n\n\n
We remain at our disposal for further questions.<\/p>\n","protected":false},"excerpt":{"rendered":"
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