Belgium has updated its employment legislation to simplify termination rules during the early stages of employment. Under the Act of 3 June 2026, employees and employers will generally be required to provide just one week of notice if an employee has provided less than six months of service and their employment contract commenced on or after the 1st of August 2026.
The new Belgian notice periods create a straightforward approach to ending employment relationships during the first six months of service, applying equally to both employers and employees.
A Move Towards More Flexibility for Belgium
The amendment replaces the previous system, where notice periods gradually increased according to length of service. By introducing a standard one-week notice period for new employment contracts, the legislation aims to provide greater certainty and flexibility during the initial employment period.
For employers, this may help simplify workforce planning and reduce some of the challenges associated with recruitment decisions that don’t work out as expected. For employees, it allows them the freedom to move on from a role quicker if it doesn’t end up being the right fit.
What’s the Impact on Belgian Employers?
The first few months of employment are often viewed as a period of mutual assessment. A shorter statutory notice period gives employers more agility when responding to changing business needs, while still maintaining clear legal requirements for ending the employment relationship.
Organisations operating in Belgium should review employment contracts, onboarding materials and internal HR procedures to ensure they reflect the new rules for contracts commencing on or after the 1st of August 2026.
What’s the Impact on Belgian Employees?
From an employee perspective, the reform offers increased mobility during the early stages of a new role. Individuals who decide a position is not aligned with their expectations can transition to another opportunity quicker without serving an extended notice period.
While the change shortens the notice entitlement available during the first six months of employment, it also provides greater flexibility for both parties as they evaluate the employment relationship.
New Belgian Notice Periods: Leap29’s Perspective:
“My initial view is that this change could give employers greater confidence when hiring. Recruitment is always an investment, and a shorter notice period during the first six months provides more flexibility while both parties assess whether the role is the right fit. At the same time, employees can move on quicker if their expectations aren’t met. Although a relatively small reform, it has the potential to make a meaningful difference to day-to-day workforce management.” ~ Simon Duff, Director, Leap29.
