Recent developments in Belgium
Right to work verification (2026)
The obligation introduced in January 2025 for employers to verify the legal right to work of workers employed by their direct subcontractors remains fully applicable in 2026. Main contractors may incur criminal liability if they fail to verify required documentation or to notify the authorities where non-compliance is identified. This liability applies even if the infringement occurs off-site and may result in significant fines or custodial sanctions.
Remote work allowances (2026)
Employers may continue to grant a monthly remote work allowance of up to EUR 50 to cover home office expenses such as internet and utility costs. This allowance remains subject to social security and tax conditions and must be properly documented.
Notice periods for temporary workers (2026)
The shortened notice period for temporary workers introduced in 2025 continues to apply in 2026. Notice periods remain reduced from three weeks to one week, providing greater flexibility for short-term and project-based assignments.
Paid care leave entitlement (2026)
Employees caring for immediate family members continue to be entitled to up to three weeks of paid care leave per calendar year. This extended entitlement reflects Belgium’s ongoing focus on work-life balance and caregiving responsibilities.
Right to disconnect (2026)
The social partners of the National Labour Council signed Collective Bargaining Agreement (CBA) No. 164 on January 24, 2023, to address the employer’s role in supporting bicycle travel for commuting between the home and the workplace. This agreement establishes a general obligation for employers to provide compensation to employees who choose to commute by bicycle.
