Updates in Belgian Labour Law for 2026: What Employers Need to Know

Belgium remains an attractive destination for international companies looking to hire talent in the heart of Europe. But as with any market, keeping up with local employment legislation is essential, especially as labour laws continue to change.

Several important updates to Belgian labour law have already been confirmed for 2026. These changes impact payroll, benefits, absence management, and flexible employment, all areas that directly affect HR teams, founders, and decision-makers planning to hire or grow in Belgium.

In this article, we break down the upcoming changes, explain what they mean for employers, and share how you can prepare with confidence.

What You’ll Learn in This Article

• The most important Belgian labour law updates for 2026
• How these changes affect employers in practice
• What international companies should prepare for when hiring in Belgium
• How the right HR setup can support international growth instead of slowing it down

A Quick Overview of the 2026 Changes

The Belgian government has introduced several labour law reforms aimed at creating a more flexible labour market while reinforcing employer responsibilities around employee well-being and reintegration. These measures officially take effect from 1 January 2026, although some have retroactive elements.

The main areas affected are:

• Employee benefits and payroll deductions
• Flexible work arrangements
• Absence and long-term sickness management
• Administrative simplification in training obligations

Let’s take a closer look at what this means for employers.

1. Changes to Employee Benefits and Payroll

Higher Deductibility for Meal Vouchers

One positive development for employers is the increase in the tax-deductible amount for meal vouchers. From 2026, employers can deduct up to €4 per meal voucher as a professional expense, compared to the previous limit of €2.

For companies offering meal vouchers as part of their benefits package, this provides a welcome cost advantage, especially relevant for growing teams and startups managing payroll budgets carefully.

Payroll Planning Still Matters

While this increase offers some relief, Belgian payroll remains complex. Employers must continue to navigate indexations, social security contributions, and sector-specific rules. For international companies unfamiliar with the Belgian system, having payroll correctly set up from day one is crucial to avoid compliance risks.

2. Higher Income Ceiling for Supplementary Employment

Increased Annual Threshold

From 2026, the fiscal ceiling for income from supplementary employment increases from €12,000 to €18,000 per year, with retroactive effect from 2025.

This change makes it more attractive for individuals who already have a primary professional activity to earn additional income alongside it.

What This Means for Employers

For employers, this creates more flexibility when dealing with:

• Temporary increases in workload
• Supplementary or additional staffing needs
• Hiring talent that prefers to work alongside an existing role

As always, supplementary employment in Belgium remains subject to specific conditions, and employers must ensure contracts, payroll, and tax treatment are correctly applied.

3. Stronger Rules Around Absence and Long-Term Sickness

One of the most important shifts in Belgian labour law for 2026 concerns how employers manage employee absence and long-term illness.

Mandatory Absence Policies in Work Regulations

Employers are now required to include a clear absence policy in their work regulations. This policy must explain:

• How employees should report sickness
• How contact will be maintained during periods of absence
• Who within the organisation is responsible for follow-up

The aim is to create clarity for both employer and employee, while encouraging structured communication during sick leave.

For many companies, this means updating internal documents such as work rules, HR policies, and employee handbooks.

Reintegration Becomes More Structured

Belgium continues to place strong emphasis on reintegration after long-term illness. Employers are expected to take a more active role, including:

• Starting reintegration procedures on time
• Working closely with occupational health professionals
• Exploring adapted or alternative work where possible

If employers fail to follow the required steps, they may face additional financial contributions.

For HR teams, especially those managing international employees, this adds another layer of responsibility that must be handled carefully and consistently.

4. Changes Related to Students and Training

Student Employment Age

From 2026, students can work from the age of 15, but only under strict conditions and for light work. Employers hiring students must ensure that contracts, working hours, and tasks fully comply with the applicable rules.

End of the Federal Learning Account

The Federal Learning Account, previously used to register employee training rights, has been abolished as of 1 January 2026. This removes a layer of administrative reporting, but employers remain responsible for respecting training obligations defined by law or sector agreements.

5. What Employers Should Do Now

With these changes confirmed, employers should take a proactive approach rather than waiting until issues arise.

Review Contracts and Work Rules

Employment contracts, work regulations, and HR handbooks should be reviewed to ensure they reflect:

• Updated absence and reintegration requirements
• Current benefit structures
• Correct employment forms

Prepare for Compliance Early

For companies planning to hire in Belgium, especially international employers, compliance should be built into the hiring strategy from the start. Belgian labour law leaves little room for error, and mistakes can quickly become costly.

Don’t Let HR Become a Growth Bottleneck

Scaling internationally should be an exciting step, not a bureaucratic challenge. But without the right HR setup, legal complexity can slow down hiring, payroll, and onboarding.

How Parakar Supports International Growth

At Parakar, we help companies grow internationally without letting HR and compliance stand in the way.

As a multi-service provider in international HR, we support organisations with:

• Employer of Record (EOR) services
• Local and international payroll
• HR administration and compliance
• Employment contracts and benefits setup
• Entity setup and immigration support

Whether you are hiring your first employee in Belgium or managing teams in multiple countries, we make sure your HR setup supports your ambitions.

Let’s Continue the Conversation

Belgian labour law changes for 2026 highlight the importance of having the right HR foundations in place. If you’re unsure how these updates affect your business, or if you’re planning to hire talent in Belgium or abroad, we’re here to help.

Get in touch with Parakar to explore how we can support your international expansion with confidence, clarity, and compliant HR solutions.