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Belgium annual leave
Maternity, paternity, and parental leave in Belgium
Adoption leave in Belgium
Other leave in Belgium
Public holidays in Belgium
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Leave policy in Belgium
When attracting top talent in Belgium, you need to understand their rights as workers, treat them fairly and provide attractive benefits for them. This includes having knowledge about Belgium’s leave policy, sick leave, maternal leave, etc.
In this guide, we will provide everything you need to know about leave and time off in Belgium, including public holidays, parental leave, and other leave benefits.
Belgium annual leave
Annual leave entitlement in Belgium
Depending on their work schedule, employees are eligible for 20 to 24 days of annual leave. For a five-day workweek, the entitlement is 20 days, while for a six-day workweek, it is 24 days. Leave is accrued based on the number of months worked in the previous calendar year, and it must be used within 12 months without carryover. For part-time employees, the entitlement is calculated proportionally to their working hours.
Taking annual leave entitlement in Belgium
Employees in Belgium are encouraged to take their annual leave within the reference or calendar year. However, some flexibility exists for carrying over leave to the next year, particularly in cases where the employee was unable to take leave due to exceptional circumstances. In these cases, a specific carryover period is defined. Additionally, employees are typically not permitted to receive payment in lieu of taking their annual leave, except in cases of termination of employment.
Sick days in Belgium
If an employee falls ill or experiences a personal accident, they will continue to receive their regular salary for the first 30 days, covered by the employer. After 30 days, the Health Insurance Fund will cover further leave at 60% of the employee’s salary. A medical professional must certify the sick leave with a sickness certificate.
Public holidays in Belgium
Employees in Belgium are entitled to remuneration for ten official public holidays. If a public holiday falls on a Sunday or on a day when the employee does not typically work, the employer must grant a replacement rest day. Meanwhile if a public holiday falls within an employee’s annual leave period, it is typically not deducted from their annual leave entitlement. Instead, the public holiday is treated as a separate day off, and the employee is entitled to an additional day of annual leave to replace it.
Maternity, paternity, and parental leave in Belgium
Maternity leave in Belgium
The maternity leave policy in Belgium lasts for 15 weeks, with the potential to increase to 19 weeks in cases of complicated or multiple births. This leave consists of prenatal and postnatal periods.
- Prenatal. A mother must take a minimum of one week’s leave before the expected due date, and she can take up to six weeks before the due date.
- Postnatal. Following the birth, the mother must also take an additional nine weeks of leave.
The paid maternity leave benefits in Belgium are provided by the social security system and amount to 82% of the employee’s salary for the first 30 days, then reducing to 75% (capped).
Paternity leave in Belgium
Fathers are entitled to 20 days of paid paternity leave, which can be utilised flexibly—either taken separately, consecutively, or split into 40 half-days. This leave must be taken within the first four months following the child’s birth. The employer provides the father with full salary during the initial 3 days of absence, while public health insurance provides benefits for the remaining 17 days at 82% of the capped salary.
Parental leave in Belgium
Parental leave rights in Belgium can be initiated after post-natal maternity leave and require mutual agreement between the employee and employer.
When taking parental leave, rules or several options are available. These include taking a single continuous four-month period, splitting it into multiple periods of at least one month each, reducing working hours to 80% for a maximum of 20 months (divisible into two-month increments), reducing working hours to 50% for up to eight months (also divisible into two-month periods), or opting for half a day off per week or a full day off every two weeks for a maximum of 40 months (or in segments of 10 months each). Employers in Belgium retains the right to approve or refuse this arrangement.
How to apply for a parental leave in Belgium
Both parents in Belgium are entitled to parental leave. When applying for parental leave, employees must inform their employer in advance, preferably at least two months before the desired start date. Most employers will ask employees to submit necessary documents, such as a parental leave application form and other supporting documents, such as proof of birth or adoption. Employees must familiarise themselves with their employer’s policies regarding parental leave.
Adoption leave in Belgium
Employees in Belgium are entitled to adoption leave when they adopt a child under the age of 18. The duration of adoption leave in Belgium is six weeks in total. It is mandatory for employees to take at least one week of adoption leave. This credit is not transferrable between the adoptive parents.
During adoption leave in Belgium, the initial three days are fully paid by the employer at the employee’s regular wage. The fourth day is then covered by the health insurance fund. On top of that, each parent is entitled to six weeks of pay based on their usual earnings, with the possibility of an extension. In some cases, this six-week period may even be doubled.
Other leave in Belgium
In accordance with Joint Labour Committees, additional leave types may be available to employees as long as they are approved by the employer and employee. Some other leaves in Belgium are:
Family care situations in Belgium
When helping an ill family member, employees can completely suspend their services for up to 12 months per patient. These interruptions must be taken for a minimum of one month and a maximum of three months each time. Alternatively, employees can opt to reduce their benefits by one-fifth or one-half during a period of up to 24 months per patient, with the reduction periods again needing to be taken for a minimum of one month and a maximum of three months each time.
For part-time employees, whose weekly working hours equal at least three-fourths of a full-time worker’s hours, benefit reduction periods of up to half their full-time employment can be taken for up to 24 months per patient. These periods must also be taken for a minimum of one month and a maximum of three months.
Compassionate or bereavement leave in Belgium
When employees experience the loss or death of a family member, they can take time off to grieve and attend to the necessary arrangements and family responsibilities. The duration of bereavement or compassionate leave may vary based on the individual’s employment contract or company policies.
Jury duty leave in Belgium
Jury duty leave in Belgium refers to the time off granted to employees to fulfil their obligations as jurors in the legal system. Employees receive their regular pay during this leave, just like they would if they were working. This ensures that they are not financially disadvantaged while serving on a jury.
Breastfeeding leave in Belgium
There is no specific paid breastfeeding leave policy in Belgium. However, employees have the right to take “breastfeeding breaks” to express milk until their baby is nine months old. If an employee returns to work after maternity leave and is still breastfeeding, they have the right to take breastfeeding breaks, subject to fulfilling certain requirements. Employees can also take unpaid breastfeeding leave, subject to their employer’s approval.
Burnout leave in Belgium
While there may not be a specific “burnout leave” policy in Belgium, employers are required to take measures to prevent burnout or nervous breakdown among employees. If employees are experiencing burnout or related mental health issue, they are encouraged to take sick leave or annual leave.
Educational leave in Belgium
Employees have the right to take paid educational leave to pursue further education or training while employed. This is also known as “time credit for training,” which allows employees to enhance their skills and knowledge without sacrificing their income. Time credit training in Belgium refers to a labour regulation that allows employees to temporarily reduce their working hours in order to pursue education or training while maintaining their employment. This arrangement enables individuals to dedicate time to furthering their skills and knowledge through accredited educational programs or training courses.
Public holidays in Belgium
There are several public holidays in Belgium for employees to enjoy throughout the year. These holidays may vary by region and can include national and regional holidays. Some of the commonly observed public holidays in Belgium are:
1 January, Wed
New Year’s Day
21 April, Mon
Easter Monday
1 May, Thu
Labour Day
29 May, Thu
Ascension Day
9 Jun, Mon
Whit Monday
21 July, Mon
National Day
15 August, Fri
Assumption Day
1 November, Sat
All Saints' Day
11 November, Tue
Armistice Day
25 December, Thu
Christmas Day
If an employee is required to work on a public holiday in Belgium due to the nature of their work, they must be compensated with an additional day off within six months. Please keep in mind that these holidays may be subject to change, so it is advisable to regularly check for updates from official sources or consult regional regulations for more detailed information.
Grow globally with CXC
Managing a large number of workers while maintaining compliance can be overwhelming. At CXC, we understand the challenges you face in growing your business.
When you partner with CXC to engage workers in Belgium, we will become your HR function for those workers. That means we will not only keep track of the leaves and paid time off they are entitled to but also handle all other HR tasks, from seamless onboarding to engagement. By leveraging our extensive expertise, we’ll take care of the administrative burden, freeing up your internal team’s time so they can focus on other important aspects of the business.
Speak to our team today, and we will provide you with the guidance you need to enter into new markets quickly and compliantly.
FAQ's
1. What leave policies apply to employees in Belgium?
The leave policy in Belgium combines annual leave, public holidays, sickness absence, maternity, birth, adoption, parental and special-event leave. Other statutory arrangements may include foster-care leave, carers’ leave, bereavement leave, time credit and leave for compelling reasons. The employee’s contract, sector and status can affect the detailed entitlement, but statutory rules provide the baseline.
Annual leave in Belgium is generally earned through work completed in the previous calendar year. Employees also receive paid time off for ten public holidays, while sickness and family-related absences have their own pay and notification rules.
Employers should maintain a written leave process that explains notice, approvals, evidence requirements and payroll treatment. The policy must not reduce statutory rights or conflict with a collective agreement. It should also distinguish paid leave, unpaid authorised absence and time off that is funded by social security.
From 1 January 2026, the work rules must also contain a procedure for maintaining contact with employees during sickness absence, including who will make contact and how frequently. The purpose of this contact must be to support continued connection and return to work, not to investigate the employee’s medical condition. A clear leave policy in Belgium gives managers a consistent way to plan coverage while employees understand when and how they can exercise their rights.
2. How many annual leave days are employees entitled to in Belgium?
Full-time employees working a five-day week can generally receive up to 20 vacation days in Belgium each year. Employees on a six-day schedule can generally receive up to 24 days. In both cases, this represents a maximum of four weeks of statutory annual leave under the employee’s working pattern. The actual entitlement depends on how much qualifying work the employee completed during the previous calendar year.
This holiday service year system means a new employee arriving from outside Belgium may not automatically have a full paid annual-leave entitlement in their first year. Specific supplementary-holiday arrangements can help some employees reach up to four weeks of leave , subject to the applicable conditions. European supplementary holidays generally become available after an initial period of three months, or 90 calendar days, of activity. The related holiday pay is an advance that is later deducted from the employee’s ordinary double holiday pay.
Part-time employees receive an entitlement calculated against their working pattern. Public holidays are separate from annual leave and should not simply be deducted from the holiday balance.
Employers should track accrued entitlement accurately and encourage employees to take leave within the required period. Statutory leave must generally be taken by 31 December of the holiday year. However, where the employee cannot take leave because of certain recognised suspensions, such as sickness, maternity leave or an occupational accident, statutory days may be carried forward for up to 24 months under the applicable rules. Vacation days in Belgium are a statutory right, not a discretionary reward for high performance.
3. Who is eligible for paid annual leave in Belgium?
Employees are eligible for paid vacation days in Belgium based primarily on qualifying work completed during the previous calendar year. The amount is linked to the employee’s work status: full-time service can build a full entitlement, while part-time service normally creates a proportional entitlement. Certain periods of inactivity are treated as equivalent to work for holiday-entitlement purposes.
This can be unfamiliar to international hires. A person starting their first Belgian job may have limited ordinary annual leave because they did not complete the previous year in the Belgian holiday system. Depending on their circumstances, they may qualify for supplementary holiday arrangements or other forms of leave.
Both white-collar and blue-collar employees have paid holiday rights, but the payment mechanics can differ. Employers generally pay holiday pay directly to white-collar employees. For blue-collar employees, holiday pay is normally paid by the National Annual Holiday Office or a competent holiday fund based on the employee’s earnings and qualifying work during the preceding year. Employers should apply the correct process for the worker category and ensure payroll records support the calculation.
Eligibility is therefore about previous qualifying employment, not simply the employee’s length of service with the current company. Good onboarding communication helps prevent avoidable confusion.
4. How long is maternity leave in Belgium?
Maternity leave in Belgium normally lasts 15 weeks. It is split between prenatal leave and a mandatory postnatal period, with at least one week required to be taken before the expected birth date and at least nine weeks taken after the birth.
The prenatal period can usually begin up to six weeks before the expected date, although unused prenatal leave may be transferred to the postnatal period within the applicable rules. For multiple births, maternity leave is normally 17 weeks and may be extended to a maximum of 19 weeks. Additional extensions may apply in specific circumstances, including where the newborn remains hospitalised beyond the initial seven days.
The employee should notify the employer in line with the required process and provide medical confirmation of the expected date. The medical certificate must state the expected date of birth and whether a multiple birth is anticipated. Employers should plan cover without treating pregnancy or maternity absence as a performance issue.
The Federal Public Service Employment, Labour and Social Dialogue explains the framework for maternity protection and leave. Protection against dismissal connected with pregnancy begins when the employer is informed of the pregnancy and continues until one month after the end of the postnatal leave, subject to the statutory rules. A well-managed absence plan protects the employee’s rights and helps the team prepare realistically.
5. Who pays for maternity leave in Belgium?
During maternity leave in Belgium, income replacement is paid through the employee’s health-insurance fund under the social security system, rather than as normal employer salary. The employer’s role includes handling the employment and payroll administration correctly and respecting the employee’s protected status.
Benefits are generally calculated as a percentage of remuneration, with different rates applying at different stages of the leave and a cap for part of the period. For an employee under an employment contract, maternity benefit generally equals 82% of gross remuneration during the first 30 days and 75% of capped gross remuneration from the 31st day. Professional withholding tax is deducted from the benefit
The employee needs to complete the required claim steps with their health-insurance fund. Any employer-funded salary continuation or top-up would need to arise from an applicable collective agreement, employment contract or company benefit; it is not a universal statutory requirement.
Employers in Belgium should not treat maternity leave as an informal arrangement. They need to record the absence accurately; ensure required employment documents are handled properly and avoid adverse treatment connected with pregnancy or maternity.
This division of payment responsibility allows employees to take statutory leave without placing the full wage cost on the employer. Clear information before leave begins makes the process much smoother for everyone.
6. How many sick leave days are allowed in Belgium?
There is no fixed annual number of sick leave days in Belgium. An employee who is unable to work because of illness or a non-work-related accident can be absent for as long as the medical incapacity continues, subject to notification, certification and social-security rules. Work-related accidents and occupational diseases are governed by separate insurance and compensation arrangements.
For many employees, the employer pays guaranteed salary for an initial period, often up to 30 calendar days, although the detailed rules can differ by worker category and employment history. A white-collar employee engaged indefinitely, for at least three months or for specific work expected to last at least three months generally receives 100% of normal remuneration for the first 30 calendar days. Different staged payment rules apply to blue-collar employees and certain white-collar employees on contracts of less than three months.
After that, the health-insurance system may provide incapacity benefits if the employee meets the conditions. From 1 January 2026, the relapse period for guaranteed salary increased from 14 days to eight weeks. If an employee becomes incapacitated again within eight weeks of returning to work, a new full guaranteed-salary period generally does not begin. The employee remains entitled to any unused balance from the original period, and a new entitlement may arise if a medical certificate establishes that the new incapacity results from a different illness or accident.
The employer in Belgium should focus on accurate absence reporting, respectful contact and a safe return-to-work process. Sickness absence is not annual holiday and must not be deducted from the employee’s leave balance.
The key management question is not how many days are “allowed”, but whether the absence is properly reported and supported under the applicable sick leave rules in Belgium.
7. What documentation is required for sick leave in Belgium?
For sick leave in Belgium, employees need to notify their employer immediately and provide a medical certificate when required by workplace rules, a collective agreement or a valid employer request. Unless another deadline is established, the certificate must generally be provided within two working days of the employer’s request or the beginning of the incapacity. The certificate normally confirms incapacity and the expected duration, rather than disclosing detailed medical information.
From 1 January 2026, employees may rely on the statutory exemption from providing a medical certificate for the first day of incapacity on no more than two occasions per calendar year. The exemption applies both to a one-day absence and to the first day of a longer period of incapacity. The employee must still notify the employer immediately and, if not staying at their usual address, provide the address where a control examination can take place.
Employers with fewer than 50 employees may derogate from this exemption and require a certificate from the first day, but the derogation must be expressly included in a collective labour agreement or the work rules.
The employee must also cooperate with lawful control procedures, including a visit by a control doctor where the employer arranges one. The control doctor may verify the existence and expected duration of incapacity but does not disclose the employee’s diagnosis to the employer. Personal medical data should be handled carefully and only by people who need it for a legitimate employment purpose.
A concise written sickness procedure helps employees act quickly. It should specify who to contact, when to notify, how to send a certificate and what information is not required.
8. How do employers manage long-term sick leave in Belgium?
Employers in Belgium manage long-term sick leave by paying guaranteed salary for the initial period of incapacity, after which the employee may receive sickness benefits through their health insurance fund if they remain medically unfit for work. For periods of primary incapacity beginning on or after 1 January 2026, employers with at least 50 employees may also owe a solidarity contribution equal to 30% of the employee’s sickness benefit during the second and third months of incapacity. This generally concerns employees aged 18 to 54, subject to statutory exclusions.
The employment relationship usually continues while the employee is on sick leave. Employers in Belgium should stay in appropriate contact, plan for operational needs, and avoid putting pressure on the employee to return before they are fit to do so. From 1 January 2026, every employer must include a contact procedure in its work rules specifying who will contact absent employees and how often. Contact must support reintegration and must not be used to obtain diagnostic information.
Where an employee’s ability to return to their original role is uncertain, a formal reintegration process may be started. This can involve the occupational physician assessing whether the employee can return to the same role, perform modified duties, or gradually resume work.
Under the rules effective from 1 January 2026, the employee’s remaining work potential must generally be assessed after at least eight weeks of incapacity. Where work potential is identified, employers with at least 20 employees must ask the occupational physician to begin a formal reintegration process no later than six months after the incapacity began. This obligation applies to relevant incapacity periods beginning on or after 1 January 2026.
A progressive or partial return to work normally requires the employee’s agreement, the employer’s cooperation and authorisation from the health-insurance fund’s medical adviser. The arrangement should document the adapted duties, working schedule and duration.
Medical force majeure is a separate procedure and must not be confused with ordinary reintegration or dismissal. From 1 January 2026, the procedure may generally be initiated after at least six months of uninterrupted incapacity, but termination is not automatic and the prescribed medical and procedural requirements must be completed.
Managing long-term sick leave requires employers to balance business continuity with their legal obligations, while ensuring decisions are supported by the appropriate medical and employment processes.
9. What types of special leave exist for employees in Belgium?
Special leave under the leave policy in Belgium can include birth leave, adoption leave, parental leave, time off for compelling reasons, bereavement leave,family-care leave, educational leave and short absences for significant family or civic events. Other arrangements include foster-parent leave, foster-care leave, palliative-care leave, leave to assist a seriously ill household or family member and time credit.
“Small unemployment”, often described as short-term absence (petit chômage/klein verlet)for family events or civil obligations, can cover matters such as marriage, a close relative’s death, jury serviceor certain public responsibilities. The exact number of paid days depends on the event and employee relationship. For example, an employee generally receives two paid days for their own marriage.
Bereavement leave is generally 10 paid days following the death of the employee’s spouse or cohabiting partner, the employee’s child, the partner’s child or a child placed with the employee under long-term foster care. Three days are normally taken between the date of death and the funeral, while the remaining seven may be taken within one year following the death. Different entitlements apply following the death of other relatives.
Birth leave provides 20 days that may be taken within four months following the birth. The employer pays normal remuneration for the first three days, while the employee’s health-insurance fund generally pays a benefit for the remaining 17 days. Employees may take up to 10 working days of leave per calendar year for compelling reasons. This leave is generally unpaid unless a collective agreement or individual arrangement provides otherwise. Up to five of those 10 days may be used as carers’ leave to provide personal care or support to a household or family member who requires significant care for a serious medical reason.
Employees may also have rights to career breaks or time-credit arrangements, depending on their employment history and the relevant conditions. Parental leave may generally be taken as four months of full-time suspension, eight months of half-time work, 20 months of a one-fifth reduction or, subject to the applicable conditions, 40 months of a one-tenth reduction. The National Employment Office may pay an interruption allowance, but entitlement to leave and entitlement to the allowance must be assessed separately. Sectoral agreements can improve statutory minimums or create additional arrangements. Regional rules apply to educational leave, so the entitlement and administrative process depend on whether the employee works in Flanders, Wallonia, Brussels-Capital or the German-speaking Community.
Employers should avoid treating every absence request as discretionary. The right category, evidence requirement and pay treatment should be checked first. A practical policy helps managers respond consistently without forcing employees to negotiate statutory leave case by case.
10. How can CXC help international businesses stay compliant with Belgian leave laws?
CXC helps international businesses comply with Belgian leave laws by administering employee leave in line with Belgian employment legislation, statutory entitlements, and payroll requirements.
CXC manages leave administration across annual leave, public holidays, sick leave, maternity leave, paternity leave, parental leave, and other statutory leave entitlements. Leave records are maintained accurately, approved leave is reflected in payroll, and statutory entitlements are applied in accordance with Belgian legal requirements.
As employment conditions can also be influenced by the employee’s Joint Committee, CXC helps employers apply the leave rules and employment conditions that apply to the relevant sector. This reduces the risk of applying a global leave policy that does not meet Belgian requirements.
With local payroll, HR, and compliance expertise, CXC helps international businesses manage employee leave consistently while supporting compliance as their workforce grows in Belgium.
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