Blog #4: Employment law reforms 2026

It is no longer mandatory to include all applicable full-time work schedules individually in the work rules. Instead, an employer may establish a framework of "ordinary working time" in the work rules, delineating the time periods during which work is performed. This framework must provide the days of the week on which work may be scheduled, the minimum and maximum daily working hours, and the normal and maximum weekly working hours. Full-time and fixed part-time work schedules that fall within this framework no longer need to be listed individually. Work schedules outside this framework still do.

Importantly, it remains prohibited to agree with an employee to work under a work schedule that is not mentioned in the work rules or does not (entirely) fall within the framework of ordinary working time described in the work rules.

The strict amendment procedure for work rules is relaxed with regard to the inclusion of a working time framework or the introduction of a new work schedule. Where no agreement is reached between employee and employer representatives on the proposed amendments, a conciliation procedure may be initiated, first before the Labour Inspectorate and subsequently before the joint committee. From now on, the joint committee may settle the dispute with the support of at least all present representatives of one employers' organisation and one employees' organisation. In practice, this means that in companies with multiple trade unions, one trade union cannot block the process any longer.

The minimum weekly working hours for part-time employees are reduced to 1/10th of the full-time weekly working hours within the company. Previously, this was 1/3rd of the full-time weekly working hours. For example, in a company with a 40-hour working week, part-time employees may now work a minimum of 4 hours instead of 10 hours. Derogations by royal decree remain possible.

From now on, the non-recurrent results-based bonus (CLA 90) introduced by way of an act of accession may only be drawn up and submitted through the online application of the FPS Employment. It can therefore no longer be filed on paper.

For employment contracts concluded as from 1 April 2026, a cap of 52 weeks applies for notice periods. This period is reached as from 17 years of seniority. For employment contracts concluded before 1 April 2026, the maximum cap does not apply.