Belgium is entering a new phase of employment law designed to align its workforce regulations with the demands of a digital and global economy. In early 2026, the Belgian government submitted a comprehensive draft act aimed at modernizing individual and collective labor laws. These reforms target long-standing rigidities, particularly around working hours and termination procedures, making Belgium a more competitive landscape for international businesses and distributed teams.
Breaking down the Belgian labor law reforms
The 2026 reform package introduces several structural changes that impact how companies manage their daily operations:
Liberalization of night work
The general prohibition on work performed between 8:00 p.m. and 6:00 a.m. is being abolished. This allows companies across all sectors to organize night work more easily. For those in the e-commerce and distribution sectors, new rules adjust when “night premiums” apply—shifting the premium window to start at 11:00 p.m. instead of 8:00 p.m. for employees hired after April 1, 2026.
Flexible work regulations
Instead of listing every possible work schedule in the company’s work regulations, employers can now implement a “general framework.” This framework defines the days, time windows, and minimum/maximum hours, allowing individual managers and employees to agree on specific schedules within those boundaries without constant administrative updates.
Reduced part-time thresholds
To support flexible hiring, the minimum weekly working time for part-time employees has been reduced from one-third to one-tenth of a full-time schedule. This change allows for highly specialized or project-based roles that require only a few hours of work per week.
Simplified termination rules
For contracts starting on or after April 1, 2026, notice periods during the first six months of employment are standardized to just one week for both parties. Additionally, the maximum notice period for long-tenured staff (hired after the reform) will be capped at 52 weeks.
What this means for skilled workers
For international and local professionals, these reforms offer greater autonomy and flexibility. The new “general framework” for schedules means employees can more easily tailor their working hours to personal needs or time-zone differences. The reduction in minimum part-time hours also opens doors for “portfolio careers” where experts can work for multiple companies simultaneously. While the shortened notice period in the first six months reduces long-term security during the “trial” phase, it also makes it easier for workers to exit a role that isn’t the right fit.
What it means for employers
These reforms drastically lower the administrative and financial barriers to scaling in Belgium. The ability to hire for very short weekly hours and manage flexible shifts without constant legal updates allows for a more agile, project-based workforce.
By partnering with Multiplier’s Employer of Record (EOR) Service, you can instantly capitalize on these new flexibilities. We handle the updated contract templates, manage the new “general framework” for work schedules, and ensure your payroll remains fully compliant with the 2026 social security and night premium adjustments.
Navigating the future of Belgian employment
Belgium’s 2026 labor reforms signal a clear “open for business” message to the world. By embracing flexibility and reducing the “red tape” around hiring and firing, the country is positioning itself as a hub for innovation. Whether you are hiring employees via an Employer of Record (EOR) Service, engaging freelancers through a Contractor of Record (COR), or managing a local team via Global Payroll, Multiplier is ready to help you navigate these changes seamlessly.
FAQs
What are the changes to night work in Belgium for 2026?
Starting in April 2026, the general ban on night work (between 8:00 p.m. and 6:00 a.m.) is abolished. All sectors can now introduce night work more easily. In e-commerce and distribution, employees hired after April 1, 2026, will only receive night premiums for hours worked between 11:00 p.m. and 6:00 a.m., unless a specific agreement states otherwise.
How is the minimum working time for part-time employees in Belgium changing?
The Belgian government has reduced the minimum weekly working time requirement for part-time employees. Previously, workers had to be scheduled for at least one-third of a full-time week; under the new 2026 rules, this threshold has been lowered to one-tenth, providing much more flexibility for short-term or project-based hiring.
What is the new notice period rule for termination in Belgium?
For employment contracts beginning on or after April 1, 2026, a uniform notice period of one week applies during the first six months of employment for both the employer and the employee. Furthermore, the maximum notice period for employees hired after this date is now capped at 52 weeks, regardless of total seniority.
What is the "general framework" for work schedules in Belgian labor law?
The 2026 reform allows employers to replace the exhaustive listing of every possible work schedule with a "general framework" in their work regulations. This framework sets the broad boundaries (allowed days and time windows), allowing employers and employees to agree on specific hours within those limits without needing to formally amend company-wide regulations every time.
How does Multiplier's EOR platform help with the 2026 Belgian labor reforms?
Multiplier acts as your legal employer on paper in Belgium, meaning we take on the responsibility for implementing these reforms. We provide locally compliant contracts that reflect the new 2026 notice periods, manage the updated social security calculations, and ensure your team’s work regulations are fully aligned with the new flexibility frameworks.
