Employment Law Updates for 2026: Belgium
A number of employment law updates are on the horizon in Belgium for 2026, with changes in the areas of wage indexation, social security, sick leave policies, and working time flexibility. As some reforms will be introduced gradually or are dependent on industry agreements, employers need to remain alert to the potential impact on wage costs, staffing decisions, and HR activities.
In this blog, we explore the key aspects of these developments and what they mean for employers in everyday practice. We, as Parakar, can support your organization in dealing with these changes, complying with regulations, and translating new requirements into manageable, day-to-day processes.
A revised approach to wage indexation
The familiar Belgian system of automatic wage indexation will remain in place, but with a temporary adjustment in 2026 and again in 2028. A hybrid model will be applied, meaning that full indexation will only apply to the first €4,000 of gross monthly salary. Amounts above this threshold will not be indexed.
For higher incomes, this will result in limited indexation, with the savings on the non-indexed portion being shared between the employer and the state. Although this measure may help to limit wage costs, it may raise questions among employees affected by the restriction. As the timing of indexation depends on sector-specific collective agreements, employers may benefit from clear, proactive communication prior to the indexation dates.
A shift in the duration of unemployment benefits
Starting in 2026, Belgium intends to progressively reduce the length of unemployment benefits with the aim of encouraging quicker reintegration into the labour market. The reform will be introduced gradually, starting with those who have been unemployed the longest.
Certain groups will remain protected, including employees aged 55 and over with at least 30 years of professional experience. While employers do not need to take immediate action, the changes may affect workforce mobility, exit planning, and employee decision-making.
Stronger focus on reintegration after long-term absence
From 2026, long-term sick leave will entail more responsibilities for employers. The emphasis will be on actively supporting reintegration and clearly demonstrating compliance with obligations to return to work. Employers will have to document the measures taken, such as job adjustments or alternative positions where possible.
Also, employers will need to pay 30% of sick pay for two months after the guaranteed wage period, this increases financial impact of long-term absence. By reviewing their absence policy and reintegration processes at an early stage, employers can remain compliant and be well prepared.
More flexibility in working time arrangements
Belgium is also shifting towards a more modern and flexible framework for working hours. The legislative changes expected by 2026 aim to reduce administrative burdens and give employers more leeway to organize work effectively.
The planned measures include removing the requirement to include all work schedules in the employment regulations, which removes the rule that part-time employees must work at least one-third of the working time, and introducing annual working time, which allows the number of hours per week to be averaged over the entire year. Employers are allowed to offer more voluntary extra hours, up to 360 hours per year, with a large portion not subject to overtime pay.
For the distribution sector, night work will be redefined as work starting at midnight, with simplified procedures for introducing night work. Although these reforms create valuable flexibility, employers should consider how they align with operational needs and employee expectations before implementing structural changes.
How Parakar can support
Keeping up with changing labour regulations in Belgium can be a challenge, especially for international employers who need to manage growth, cost control, and compliance simultaneously. Parakar offers end-to-end HR solutions to make workforce management in Belgium easier and more predictable.
We support fast and compliant recruitment in Belgium, allowing you to hire employees without setting up a local entity. From contracts and payroll to social security and compliance, we take care of the administrative and legal details so you can scale up with confidence. For companies with remote teams, we offer specialized HR support in onboarding, payroll, benefits, and ongoing compliance with Belgian labour laws.
Parakar also offers full outsourcing of HR administration and expert advice on complex HR matters, including employee relations and termination. With Parakar as your partner, navigating Belgian labour laws becomes easier, allowing you to focus on growing your business.
Get in touch with Parakar today to ensure your business is fully equipped to handle these important responsibilities, allowing you to focus on what truly matters, supporting your employees.
