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Article written by:

Chloé Gevers
Junior legal assistant
Maëlle de Harlez
Senior payroll consultant, trainter & data analyst
Last modified: 31/08/2026
Disclaimer: : The information published on this page is provided for informational purposes only. It provides an overview of general situations under Belgian social legislation, based on official sources available at the time of drafting or updating. Readers are advised that this information does not constitute personalised legal advice or a binding legal interpretation. It is not a substitute for the applicable statutory and regulatory provisions. Readers are encouraged to verify which provisions actually apply to their particular situation and, where appropriate, to seek personalised advice. Accordingly, the author cannot be held liable for any consequences arising from the use of this information.

Employment contracts: general principles

In Belgium, employment contractsFEDERAL PUBLIC SERVICE Employment, labour and Social Dialog, « Employment contracts » : — https://employment.belgium.be/en/themes/employment-and-labor-market/employment-contracts — (Date of last consultation: June 23, 2026). are mainly governed by the Act of 3 July 1978https://www.ejustice.just.fgov.be/mopdf/1978/08/22_1.pdf#page=3 on employment contracts. This act applies to workers employed in the private sector and to public-sector staff members who are not subject to a statutory employment status. Certain specific situations, such as temporary agency work, service voucher workers (“titres-services/dienstencheques”), etc., are governed by specific legislation. Once the worker’s status has been determined (type of work, nature of the duties performed and framework in which they are performed), the applicable employment arrangements must be determined according to the worker’s function, the duration of the contract and working time, while taking into account any applicable specific provisions.
Status and nature Function Duration
White-collar
Blue-collar
Commercial representative
Domestic worker
Open-ended
Fixed-term
Clearly defined work
Working time Place of work Specifics
Full-time
Part-time
Homeworking
(different from teleworking)
Student
Temporary agency work or temporary work
Flexijob
First Employment Agreement
Status and nature Function Duration Working time Place of work Specifics
White-collar
Blue-collar
Commercial representative
Domestic worker
Open-ended
Fixed-term
Clearly defined work
Full-time
Part-time
Homeworking
(different from teleworking)
Student
Temporary agency work or temporary work
Flexijob
First Employment Agreement

For the purposes of the comparison below, the following concepts will also be used:

  • Employment contract: an employment contract is an agreement whereby a person undertakes to perform work for remuneration under the authority of another person who employs them. It therefore involves a relationship of legal subordination(Brussels Labour Court, 23 April 2017, unpublished, General Docket No. 2012/AB/718.), as opposed to self-employed work. To determine whether work is performed on a self-employed basis, the law establishes four general criteria: the intention of the parties as expressed in the agreement, freedom to organise working time, freedom to organise the work and the existence or absence of the possibility of hierarchical control.
  • Nature of the work: classification of the worker according to the nature of the duties performed: blue-collar worker status for work that is primarily manual and white-collar employee status for work that is primarily intellectual. Where applicable, the classification may also be determined by the specific characteristics of the occupation and the framework in which the contract is performed (e.g. having student status).
  • Duration of the employment contract: the period during which the contract produces its effects, which may be fixed or indefinite depending on the type of contract. A contract may also be concluded for clearly defined work, in which case its duration is linked to the completion of the agreed work.
  • Working time: Article 19 of the Labour Act of 16 March 1971 defines working time as the time during which staff are at the employer’s disposal.
  • Mandatory formalities:substantive requirements and, where required by law, formal requirements necessary for the validity of the contract.
  • Probationary period: a period at the beginning of the contract allowing the parties to assess the employment relationship. During this period, both the employer and the worker may terminate the contract without notice or compensation. Although abolished in principle since 2014, probationary periods continue to apply in particular to students and temporary or temporary agency workers. The first three days are automatically regarded as a probationary period. No specific clause needs to be included in the contract for this to apply. Specific arrangements may nevertheless apply to certain temporary employment contracts.
  • Notice period: the period during which the employment contract continues to be performed after notice of termination has been given and until the termination takes final effect. Its duration is determined in accordance with the applicable statutory rulesArt. 37/2, Act of 3 July 1978 on Employment Contracts and differs depending on whether the termination is a dismissal (initiated by the employer) or a resignation (initiated by the worker) – see the « End of contracts »https://payrollontheground.com/en/social-legislation/#endofemployment section. These rules were recently amended by the Act of du 18 May 2026https://www.ejustice.just.fgov.be/mopdf/2026/06/15_1.pdf#page=10 , which limits the notice period given by the employer (dismissal) to 52 weeks for contracts commencing on or after 1 June 2026, and by the Act of 3 June 2026https://www.ejustice.just.fgov.be/mopdf/2026/06/15_1.pdf#page=10, which modifies the notice periods applicable to contracts commencing on or after 1 August 2026. The latter notably introduces a one-week notice period during the first six months of the employment contract, a system whose practical effects resemble a probationary period, without legally reintroducing the probationary clause.
  • Successive contracts: contracts concluded consecutively between the same parties, without an interruption attributable to the worker.
  • End of the contract: our articles, we distinguish between the scheduled end of an employment contract and the early termination of an employment contract – see the « End of contracts »https://payrollontheground.com/en/social-legislation/#endofemployment section. In this section, we will only address early termination according to the type of contract and its specific characteristics.

Contracts according to the nature of the work

White-collar employment contract

A white-collar employment contract is an agreement whereby a worker, the employee, undertakes, in return for remuneration, to perform work that is primarily intellectualArt. 3, Act of 3 July 1978 on Employment Contracts under the authority of an employer.

Blue-collar employment contract

A blue-collar worker performs, in return for remuneration and under the authority of an employer, work that is primarily manualArt. 2, Act of 3 July 1978 on Employment Contracts.

Contracts according to the function

Commercial representative employment contract

A worker who, in return for remuneration and under authority, is responsible for prospectingArt. 4 and 87-107, Act of 3 July 1978 on Employment Contracts and visiting customers in order to negotiate or conclude business on behalf of one or more principals.

Domestic worker employment contract

A worker who performs primarily household and manual tasks for an employer who is a natural person, within the context of the employer’s household or familyArt. 5 and 108-118, Act of 3 July 1978 on Employent Contracts.

Contracts according to their duration

Open-ended employment contract

An employment contract concluded without a predeterminedAct of 3 July 1978 on Employment Contracts end date. Certain specific contracts may be reclassified as open-ended employment contracts where their statutory requirements are not complied with, including certain fixed-term contracts or contracts for clearly defined work without a valid written agreement, irregular successive contracts or, in certain circumstances, non-compliant replacement contracts. The role of the open-ended employment contract as the reference employment regime for such reclassification notably explains why, in principle, it is not subject to a written-form requirement. A written agreement nevertheless remains mandatory where the open-ended contract contains a specific arrangement requiring one, notably in the case of part-time work or homeworking.

Fixed-term employment contract

A contract whose end is determinedArt. 9 and f., Act of 3 July 1978 by a date, a period of time or an event whose date is known.

Employment contract for clearly defined work

A contract concluded for the performance of specific and clearly identified workAct of 3 July 1978, art. 9 and 10, the completion of which brings the contract to an end without the need to determine an end date in advance.

Replacement employment contract

A contract concluded to replaceAct of 3 July 1978, art. 11ter a worker whose employment contract is suspended, except for certain suspensions expressly excluded by law. It may be concluded for a fixed or indefinite duration and may, subject to certain conditions, provide for specific termination arrangements upon the return of the replaced worker.

Contracts according to working time

Full-time employment contract

A contract under which the worker performs the normal working hours applicable within the undertaking, as determined by law, a collective labour agreement, the relevant sector or the undertaking.

Part-time employment contract

A part-time worker is a worker whose normal working hours, calculated on a weekly basis or as an average over a maximum period of one year, are shorterAct of 5 March 2002, art. 2, 2° than those of a comparable full-time worker.

Contracts according to the place of work

Homeworker employment contract

A worker who, under authority and in return for remuneration, performs work at homeArt. 119.1 and f., Act of 3 July 1978 or at a location chosen by them, without the employer’s direct supervision. Unless specific provisions apply, homeworkers are subject to the general rules governing blue-collar or white-collar employment contracts, depending on whether the work performed is primarily manual or intellectual (Art. 119.2). Their specific regime is laid down in Articles 119.3 to 119.12 of the Act of 3 July 1978 and does not apply to teleworkers governed by Collective Labour Agreement No. 85, nor to workers covered by a specific teleworking regime established by Royal Decree (Art. 119.1).

Specific contracts

Student employment contract

A contract whereby a student Art. 120 and f., Act of 3 July 1978 performs work under the authority of an employer in return for remuneration, subject to specific protective rules. The specific rules governing student employment contractshttps://www.studentatwork.be/en/index.html apply in conjunction with the rules applicable to blue-collar workers, white-collar employees, commercial representatives or domestic workers, depending on the nature of the work performed by the student.

Temporary agency employment contract (Act of 24 July 1987)

A worker engaged by a temporary work agencyAct of 24 July 1987 to be temporarily placed at the disposal of a user undertaking for the performance of legally authorised temporary work.

Temporary employment contract (Act of 24 July 1987)

A contract concluded directly between the worker and the employer for the performance of temporary workAct of 24 July 1987 in the circumstances authorised by the Act of 24 July 1987, including the replacement of a worker, a temporary increase in workload or exceptional work. There is no intermediary between the worker and the employer.

Flexi-job

A flexi-job allows a person to carry out supplementary employmentAct of 16 November 2015 containing various social provisions, art. 3 et seq., M.B., 26 November 2015. provided that they have previously been employed at least four-fifths of full-time working hours by one or more other employers. A flexi-job is based on two separate contracts: the framework agreement, which must be concluded in writing before the first period of employment, expresses the parties’ intention to consider future periods of employment and sets out the basic conditions governing them (except in the case of temporary agency work, where a separate framework agreement is not required if the mandatory information is included in the temporary agency employment contract); and the flexi-job employment contract, concluded for a fixed term or for clearly defined work, which governs each actual period of employment and is subject to the Act of 3 July 1978, with certain derogations notably allowing it to be concluded orally where a daily Dimona declaration specifies the starting and finishing times and in relation to successive fixed-term contracts. In the case of part-time work with a variable schedule, certain requirements relating to registration and the schedules contained in the work regulations do not apply, although the worker must in principle be informed of the schedule at least seven working days in advance. Employment also requires a Dimona declaration and working-time registration, while flexi-job remuneration benefits, subject to certain conditions, from favourable social-security and tax treatment.

First Employment Agreement – CPE (Act of 24 December 1999)

A schemeLoi du 24 décembre 1999 designed to promote youth employment, providing benefits relating to training and remuneration subject to certain conditions, a reduced seven-day notice period for changing jobs during the first 12 months, etc. A First Employment Agreement means any employment of a young person under the age of 26 under an ordinary employment contract of at least half-time, an apprenticeship contract, or a traineeship or integration agreement. As long as the young person is under 26, any employment under a contract capable of qualifying as a CPE automatically has CPE status. No formality is required for this purpose (including registration as a jobseeker). Age is the sole determining factor. It is irrelevant whether the young person has previously worked, including under a CPE. Between entry into the scheme and the end of the quarter in which the young person reaches the age of 26, they may work for an unlimited number of employers. Each employer may employ as many young people as it wishes.

Employment Contracts: Summary Table

Table legend
Yes, the criterion/criteria in the relevant row apply to the contract in the relevant column
Under certain conditions, the criterion/criteria in the relevant row apply to the contract in the relevant column
The criterion/criteria in the relevant row do not relate to the contract in the relevant column
No, the criterion/criteria in the relevant row do not apply to the contract in the relevant column

(?)
Hover your mouse over the relevant item to view details of the conditions that must be met for the criterion/criteria in the relevant row to apply
O.E.C (open-ended employment contract) – F.T.C (fixed-term employment contract) – C.D.W (employment contract for clearly defined work) – R.C (replacement employment contract)
O.E.C F.T.C C.D.W R.C
White & blue-collars
Fixed-term & open-ended
(?)
* Fixed-term contract: the duration must be precisely determined.
* Open-ended contract: if the end date is uncertain, the contract ends when the reason for the replacement ceases to exist.
* Maximum duration: 2 years, except when replacing a worker on time credit or thematic leave.
(Max 2 years)
Full-time & part-time
Mandatory formalities
(?)
Must be in writing:
* Part-time open-ended contract: failing this, the part-time worker may choose the part-time working arrangement and work schedule that are most favourable to them from among those applied within the undertaking.
* Open-ended homework contract: failing this, the homeworker may terminate the employment contract without notice or compensation.
(Exceptions)
(Written –
End of contract)
(Written –
Specific work)
(Written –
Duration, name, reason)
Probationary period
(Contracts as from 01.01.2014)
Notice period
(Act of 3 June 2026 – applies to contracts as from 01.08.2026)
(Reduced notice
Period Act 3/06/2026)
(Reduced notice
Period Act 3/06/2026)
(Reduced notice
Period Act 3/06/2026)
(Reduced notice
Period Act 3/06/2026)
Successive contracts
(?)
Derogations from the general prohibition:
* Maximum of 4 fixed-term contracts, each exceeding 3 months, for a total duration of less than 2 years.
* Maximum of 3 years with fixed-term contracts of at least 6 months, subject to prior authorisation from the Supervision of Social Legislation.
(Derogations)
(?)
* Maximum duration: 2 years, except when replacing a worker on time credit or thematic leave.
* A new maximum period of 2 years may apply where the interruption is attributable to the replacement worker.
(Max 2 years)
Early termination of the contract
(?)
* At any time: serious cause, death or force majeure.
* Termination may be possible in the event of illness, depending on the duration of the fixed-term contract and the duration of the illness.
* First half of the contract, without serious cause: termination with notice or payment of compensation in lieu of notice.
* Second half of the contract, without serious cause: termination subject to compensation (= sanction).
(Depending on
the reason)
(?)
* At any time: serious cause, death or force majeure.
* Termination may be possible in the event of illness, depending on the duration of the fixed-term contract and the duration of the illness.
* First half of the contract, without serious cause: termination with notice or payment of compensation in lieu of notice.
* Second half of the contract, without serious cause: termination subject to compensation (= sanction).
(Depending on
the reason)
(?)
* Fixed-term replacement contract: the rules governing fixed-term contracts apply.
* Open-ended replacement contract: the rules governing open-ended contracts apply (different rules apply where the contract ends due to the return of the replaced worker).
(Depending on
the reason)

Specific employment Contracts: Summary Table

Table legend
Yes, the criterion/criteria in the relevant row apply to the contract in the relevant column
Under certain conditions, the criterion/criteria in the relevant row apply to the contract in the relevant column
The criterion/criteria in the relevant row do not relate to the contract in the relevant column
No, the criterion/criteria in the relevant row do not apply to the contract in the relevant column

(?)
Hover your mouse over the relevant item to view details of the conditions that must be met for the criterion/criteria in the relevant row to apply
O.E.C (open-ended employment contract) – F.T.C (fixed-term employment contract) – C.D.W (employment contract for clearly defined work) – R.C (replacement employment contract)
Student Interim./temp. Flexijob Commercial Domestic
Home (?)Does not apply to structural or occasional teleworkers covered by Collective Labour Agreement No. 85 or subject to a specific teleworking regime established by Royal Decree.
White & blue-collars
(?)Depending on the work performed, a student contract is combined with the rules applicable to blue-collar workers, white-collar employees, commercial representatives or domestic workers.
(?)
Workers falling exclusively within the category of white-collar employees. The activity of commercial representation must be performed as the worker’s principal and regular occupation (even where the worker is incidentally entrusted with duties of another nature).
(Only
white-collars)
(?)
* Household work performed in the service of the employer.
* Duties that are primarily manual in nature.
* Activity performed directly and primarily for the needs of the employer’s private household (not for an undertaking).
(Only
blue-collars)
Fixed-term & open-ended
(?)
If the student is employed continuously for at least 12 months by the same employer, the student will be regarded as an ordinary worker.
(Only FTC
max. 12 months)
(?)
Governed by the Act of 24 July 1987, which restricts the use of these contracts to specific circumstances.
– – – –
Specific conditions differing from those applicable to fixed-term contracts, contracts for clearly defined work or replacement contracts governed by the Act of 3 July 1978.
(All except OEC
& max. duration)
(?)
A flexi-job employment contract cannot be concluded for an indefinite period. It may only take the form of a fixed-term employment contract or an employment contract for clearly defined work.
(FTC or CDW)
Full-time & part-time
(Max. 650h)
(?)
Subject to the Act of 3 July 1978, with certain derogations for part-time flexi-jobs with variable work schedules:
* no obligation to record deviations from work schedules,
* work may be performed outside the schedules provided for in the work regulations.
(Derogations)
(?)
Due to the itinerant nature of their activity, Article 3, § 3 of the Labour Act of 16 March 1971 notably excludes commercial representatives from the application of Sections 2 and 4 to 7 of Chapter III:
– – – –
Section 2: Working time
Section 4: Night work
Section 5: Compliance with work schedules
Section 6: Rest intervals
Section 7: Breaks
(Exclusions)
(?)
Article 3, § 3 of the Labour Act of 16 March 1971 notably excludes domestic workers from the application of Sections 2 and 4 to 7 of Chapter III:
– – – –
Section 2: Working time
Section 4: Night work
Section 5: Compliance with work schedules
Section 6: Rest intervals
Section 7: Breaks
– – – –
Joint Committee No. 323, which is competent for domestic workers, nevertheless provides for specific rules.
(Exclusions)
(?)
The provisions of Chapter III (Sections 1, 2 and 4 to 7) of the Labour Act of 16 March 1971 do not apply to homeworkers:
– – – –
Section 1: Sunday rest
Section 2: Working time
Section 4: Night work
Section 5: Compliance with work schedules
Section 6: Rest intervals
Section 7: Breaks
(Exclusions)
Mandatory formalities
(?)
The mandatory particulars are set out in Article 124 of the Act of 3 July 1978 on Employment Contracts.
– – – –
https://emploi.belgique.be/fr/themes/contrats-de-travail/contrats-de-travail-particuliers/contrat-doccupation-detudiants-0
– – – –
This contract constitutes a social document within the meaning of Royal Decree No. 5 of 23 October 1978 (not all employment contracts have this status).
(Written)
(?) Strict terms and conditions defined by the law of July 4, 1987.
(Written)
(?)
It may be concluded orally, subject to the obligation to submit a daily Dimona declaration stating the start and end times of the work performed, or in writing (Dimona declaration per contract and quarterly).
(Written)
(?)
The commercial representative employment contract is subject to the general rules of the Act of 3 July 1978, but certain clauses must be made in writing, such as a non-compete clause.
(Depending on contract
and/or clause)
(Depending on
the contract)
(?)
A written homeworker employment contract, like a student employment contract, constitutes a social document within the meaning of Royal Decree No. 5 of 23 October 1978.
– – – –
Not all employment contracts have, as such, this status.
(Written)
Probationary period
(cContracts as from 01.01.2014 01.01.2014)
(Probation 3
first days)
(Probation 3
first days)
Notice period
(Act of 3 June 2026 – applies to contracts as from 01.08.2026)
(Specific rules)
(Specific rules)
(Notice period
FTC or CDW)
(Reduced notice
period Act of 03/06/2026)
(Reduced notice
period Act of 03/06/2026)
(Reduced notice
period Act of 03/06/2026)
Successive contracts
(?)
If the student is employed continuously for at least 12 months by the same employer, the student will be regarded as an ordinary worker.
(Max 12 months)
(?)
Permitted only under the general conditions laid down by law. No specific derogation applies on account of commercial representative status.
(Depending on
the contract)
(?)
Permitted only under the general conditions laid down by law. No specific derogation applies on account of domestic worker status.
(Depending on
the contract)
(?)
Permitted only under the general conditions laid down by law. No specific derogation applies to homeworkers.
(Depending on
the contract)
Early termination of the contract
(Specific rules)
(Specific rules)
(?)
The termination rules applicable to fixed-term contracts / contracts for clearly defined work must be applied.
(FTC or CDW)
(?)
* Payment of earned commissions, including certain commissions payable after the end of the contract.
* An eviction indemnity may be payable after at least one year of seniority where the commercial representative has brought in clientele, subject to the statutory conditions.
* Non-compete clause: post-contractual obligations may apply where a valid non-compete clause has been agreed.
(Particularities)
(Depending on
the contract)
(?)
The rules applicable to ordinary white-collar or blue-collar employment contracts apply, with the exception of the right to be absent from work to seek new employment during the notice period, which is granted only to workers remunerated on a fixed-rate basis (and not to those paid by the task, on commission, etc.).
(Depending on
the contract)

Sources

Legal sources

– Act of 3 July 1978 on Employment Contracts, Belgian Official Gazette, 22 August 1978, consolidated and updated text, notably Arts. 2 to 5, 9 to 11ter, 37 et seq., 87 to 107, 108 to 118, 119.1 to 119.12 and 120 to 130ter.
– Labour Act of 16 March 1971, Belgian Official Gazette, 30 March 1971, consolidated and updated text, notably Arts. 3, 3bis, 19 and 38bis.
– Act of 24 July 1987 on temporary work, temporary agency work and the hiring-out of workers to user undertakings, Belgian Official Gazette, 20 August 1987, consolidated and updated text.
– Act of 16 November 2015 containing various social provisions, Belgian Official Gazette, 26 November 2015, consolidated and updated text, provisions relating to flexi-jobs.
– Royal Decree No. 5 of 23 October 1978 on the keeping of social documents, Belgian Official Gazette, 2 December 1978, notably Arts. 6 and 6bis.
– Programme Act of 22 December 1989, Belgian Official Gazette, 30 December 1989, Title II, Chapter IV, provisions relating to part-time work.
– Act of 18 December 2025 containing various provisions, Belgian Official Gazette, 30 December 2025, Title IV, Chapter II, Arts. 125 to 128. Amendment of the First Employment scheme, notably concerning the First Employment obligation.
– Act of 18 May 2026 containing various provisions relating to employment, Belgian Official Gazette, 1 June 2026.

Administrative sources

Federal Public Service Employment, Labour and Social Dialogue, Employment contracts, labour regulations, working time and rest periods, temporary agency work, employment measures and First Employment Agreements, Brussels, FPS Employment, Labour and Social Dialogue, official website.

Article rédigé par :

Chloé Gevers
Junior legal assistant
Maëlle de Harlez
Senior payroll consultant, trainter & data analyst
Last modified: 31/08/2026
Disclaimer: : The information published on this page is provided for informational purposes only. It provides an overview of general situations under Belgian social legislation, based on official sources available at the time of drafting or updating. Readers are advised that this information does not constitute personalised legal advice or a binding legal interpretation. It is not a substitute for the applicable statutory and regulatory provisions. Readers are encouraged to verify which provisions actually apply to their particular situation and, where appropriate, to seek personalised advice. Accordingly, the author cannot be held liable for any consequences arising from the use of this information.

End of Employment Contracts: General Principles

The end of the employment contract is the general concept referring to the cessation of the employment relationship. It may be scheduled (expiry of a fixed-term contract, etc.), result from an unforeseen event (death of the worker, permanent force majeure, etc.), or result from a voluntary termination, for example through unilateral termination of the contract. An early termination is one that occurs before the normally scheduled end date.
The termination of the contract is the results from an intention to end the employment relationship early. It may be unilateral and effected by notice of termination, i.e. the act whereby one party expresses its intention to terminate the contract (dismissal, resignation, etc.), or bilateral (by mutual agreement between the parties).
We have chosen to summarise the rules governing the end and termination of employment contracts according to the reason for termination and the types of contracts concerned, specifying the procedures or ending and terminating contracts, any invalidity of the procedure resulting from failure to comply with statutory requirements, the calculation of notice periods or compensation, as well as the sanctions nd consequences resulting from non-compliance with the applicable rules. These will be presented in general terms in this article.
Scheduled ends of contracts
(with or without notice)
Event-related ends
(without notice)
Judicial intervention
(without notice)
Expiry of the agreed term
Completion of the agreed work
End of the replacement
Force majeure
Medical force majeure
Death of one of the parties
Judicial termination
Unilateral terminations
(with notice)
Terminations by agreement
(without notice)
Specific situations
(with or without notice)
Resignation
Dismissal
Serious cause
Act equivalent to termination
Termination by mutual agreement
Termination clause
Termination during the probation period
Abandonment of employment
Termination before commencement
Retirement
Scheduled ends of contracts
(with or without notice)
Unilateral terminations
(with notice)
Terminations by agreement
(without notice)
Judicial intervention
(without notice)
Event-related ends
(without notice)
Specific situations
(with or without notice)
Expiry of the agreed term
Completion of the agreed work
End of the replacement
Resignation
Dismissal
Serious cause
Act equivalent to termination
Termination by mutual agreement
Termination clause
Judicial termination
Force majeure
Medical force majeure
Death of one of the parties
Termination during the probation period
Abandonment of employment
Termination before commencement
Retirement

For the purposes of the comparison below, the following concepts will also be used:

  • Employment contract: an employment contract is an agreement whereby a person undertakes to perform work for remuneration under the authority of another person who employs them. It therefore involves a relationship of legal subordinationBrussels Labour Court, 23 April 2017, unpublished, General Docket No. 2012/AB/718 as opposed to self-employed work. To determine whether or not work is performed on a self-employed basis, the law establishes four general criteria: the intention of the parties as expressed in the agreement, freedom to organise working time, freedom to organise the work and the existence or absence of the possibility of hierarchical control. Employment contractsFPS Employment, Labour and Social Dialogue, « Employment contracts » : — https://employment.belgium.be/en/themes/employment-and-labor-market/employment-contracts — (last consultation : 23 Juni 2026). are mainly governed by the Act of 3 July 1978https://www.ejustice.just.fgov.be/mopdf/1978/08/22_1.pdf#page=3 on Employment Contracts. This Act applies to workers employed in the private sector and to public-sector staff members who are not subject to a statutory employment status. Certain specific situations, such as temporary agency work, service voucher workers, etc., are governed by specific legislation.
  • Probation period: a period at the beginning of the contract allowing the parties to assess the employment relationship. During this period, both the employer and the worker may terminate the contract without notice or compensation. Although abolished in principle since 2014, the probationary period continues to apply in particular to students and temporary or temporary agency workers. The first three days are automatically regarded as a probationary period. No specific clause needs to be included in the contract for this to apply. Specific arrangements may nevertheless apply to certain temporary employment contracts.
  • End of the employment contract: refers to the cessation of the employment relationship, irrespective of its cause. It may result from a normally scheduled cause (expiry of the agreed term, completion of the agreed work, etc.), an unforeseen event (death, permanent force majeure, etc.) or, for example, unilateral termination of the contract.
  • Termination of the contract: refers to the cessation of the contract resulting from an act or intention to end the employment relationship. It may notably be unilateral, through notice of termination, or bilateral, through termination by mutual agreement.
  • Notice of termination: a unilateral legal act whereby one party expresses, in a certain and unequivocal manner, its intention to terminate the employment contract. It constitutes dismissal when it emanates from the employer and resignation when it emanates from the worker. Notice of termination is, in principle, final and irrevocable.
  • Termination procedures: in our classification, these refer to the means and rules through which termination is implemented in practice and its effects are determined, including the performance of a notice period or payment of compensation where the notice period is not worked.
  • Invalidity: invalidity results from failure to comply with a requirement or formality imposed by law. It is absolute where the irregularity cannot be remedied by the protected party and must, where appropriate, be raised by the court of its own motion (e.g. notice improperly notified by the employer cannot be remedied by the worker’s acceptance). It is relative where the irregularity may be remedied by the protected party (e.g. notice improperly notified by the worker may be accepted by the employer). With regard to notice periods, invalidity affects the notice period or its notification, but not the notice of termination itself, which remains valid.
  • Notice period : the period during which the employment contract continues to be performed after notice of termination has been given and until termination takes final effect. Its duration is determined in accordance with the applicable statutory rulesArt. 37/2, Act of 3 July 1978, and differs depending on whether the termination is a dismissal or a resignation. These rules were recently amended by the Act of 18 May 2026https://www.ejustice.just.fgov.be/mopdf/2026/06/15_1.pdf#page=10 which limits the notice period given by the employer (dismissal) to 52 weeks for contracts commencing as from 1 June 2026, and by the Act of 3 June 2026https://www.ejustice.just.fgov.be/mopdf/2026/06/15_1.pdf#page=10 which modifies the notice periods applicable to contracts commencing as from 1 August 2026. The latter notably introduces a one-week notice period during the first six months of the employment contract, a system whose practical effects resemble a probation period without legally reintroducing the probationary clause.
  • List of the new notice periods: in the event of dismissalhttps://employment.belgium.be/en/themes/employment-and-labor-market/employment-contracts/notice-periods-employment-contract-01012014 and in the event of resignationhttps://employment.belgium.be/en/themes/employment-and-labor-market/employment-contracts/notice-periods-resignation-worker.
  • Termination with notice requires compliance with rules governing its notificationArt. 37, Act of 3 July 1978 mandatory particulars and commencementArt. 37/1, Act of 3 July 1978. The durationArt. 37/2, Act of 3 July 1978 modified by the Act of 18 May 2026 (M.B. 01-06-2026), art.24 and the Act of 3 June 2026, art. 2 à 4. of the notice period is determined primarily according to the worker’s seniorityArt. 37/2 to 37/4, Act of 3 July 1978 calculated when the notice period commences, while taking account of specific, derogatory and transitional regimes, including those resulting from the harmonisation of blue-collar and white-collar worker statuses. A dismissed worker who finds another job may, subject to certain conditions, terminate the contract more quickly by giving counter-noticeArt. 37/2 §3, Act of 3 July 1978. Finally, performance of the notice period may include exemption from workArt. 37/12, Act of 3 July 1978 and certain suspensionsAct of 3 July 1978, in particular art.37/7 and 38 of the employment contract may suspend the notice period where notice is given by the employer, whereas, in principle, notice given by the worker continues to run.
  • Compensation: in our summary, this covers amounts payable on or as a consequence of the end of the contract: early termination compensation, compensation in lieu of notice, supplementary compensation or specific protection compensation, depending on the circumstances.
  • Early termination compensationArt. 40, Act of 03/07/1978, applies to fixed-term contracts or contracts for clearly defined work and compensates for their termination before the scheduled expiry date or completion of the agreed work. It differs from compensation in lieu of notice, which compensates for the absence or insufficiency of the required notice period.
  • Payment in lieu of notice (PILON)Art. 39, Act of 03/07/1978, sometimes referred to in practice as severance pay, compensates for the absence or insufficiency of the notice period where one party terminates the contract with immediate effect or fails to observe the entire required notice period. In principle, it corresponds to the remuneration covering the outstanding notice period.
  • Protection compensationhttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/protection-contre-le-licenciement is payable where a worker benefits from specific protection against dismissal and the employer cannot demonstrate that the termination is based on a reason unrelated to that protection. It may be added to the compensation normally payable upon termination, and its amount varies according to the applicable regime.
  • Other compensationSupplementary dismissal compensation, closure compensation, collective dismissal compensation, supplementary RCC compensation, clientele indemnity for commercial representatives, CLA No. 109 compensation, etc. (supplementary dismissal compensation, closure compensation, clientele indemnity for commercial representatives, etc.) pconnected with the end of the contract may supplement the rights arising from termination where provided for by legislation or a specific regime. Their purpose, conditions and calculation depend on the applicable regime.
  • Sanctions: the legal consequences attached to non-compliance with the rules governing termination or dismissal, which may notably take the form of compensation, damages or other consequences provided for by law or a collective labour agreement.
  • Outplacement: a set of support services and guidance provided by a specialised service provider at the employer’s expense, according to the applicable regime, in order to enable a dismissed worker to find employment with a new employer as quickly as possible or to develop a self-employed professional activity. There are several outplacement regimes: the general regimehttps://emploi.belgique.be/fr/themes/contrats-de-travail/outplacement/outplacement-regime-general (notice period or compensation of at least 30 weeks), the specific regimehttps://emploi.belgique.be/fr/themes/contrats-de-travail/outplacement/outplacement-regime-particulier for workers aged 45 and over, the regime relating to restructuring/dismissalshttps://emploi.belgique.be/fr/themes/restructuration/gestion-active-des-restructurations, voluntaryhttps://www.restructurations.be/fr/measure/outplacement/reclassificationsystem.html outplacement and any sectoral or collectively agreed schemes.

Scheduled ends of employment contracts (with or without notice)

Expiry of the agreed term

A contract concluded for a fixed term ends automatically on the agreed date or upon expiry of the agreed term, without notice of termination or a notice period. It may nevertheless be terminated early: during the first half of the contract, limited to six months, either party may terminate it with notice; thereafter, termination without serious cause entails, in principle, payment of compensation corresponding to the remuneration remaining due until the agreed term, subject to statutory limits. Several types of contracts may be concluded for a fixed term: the standard fixed-term contract, student employment contracts, replacement contracts or temporary agency employment contracts, subject to their specific termination rules (see the « Employment Contracts »https://payrollontheground.com/legislation-sociale/ section). If performance continues after the agreed term, the contract is, in principle, subject to the rules governing open-ended employment contracts.

Completion of the agreed work

An employment contract for clearly definedArt. 9 to 11 and 40 Act of 3 July 1978 work ends automatically when the specifically agreed work has been completed, without notice of termination or a notice period. Like a fixed-term contract, it may be terminated early. The work to be performed must be defined with sufficient precision to enable its completion to be determined objectively.

Return of the replaced worker (with or without notice)

A remplacementArt. 11ter Act of 3 July 1978 contract may end with or without notice of termination, depending on the contract. Where it is concluded for a fixed term, it ends upon expiry of the agreed term without notice. Where it is concluded for an indefinite period, the end of the replacement does not automatically terminate the contract: notice of termination is required, although the contract may provide for a reduced notice period or no notice period upon the return of the replaced worker. Its duration is, in principle, limited to two years (subject to exceptions).

Unilateral terminations (with notice)

Resignation

Unilateral notice of termination given by the workerArt. 32, 3°, 37 and 39, Act of 03/07/1978 to end the contract. Depending on the circumstances, the worker observes a notice period or terminates the contract immediately, subject to the applicable compensation consequences. The consequences of termination (possibility and duration of notice, immediate termination and any compensation) vary according to the type of contract and the time at which the resignation occurs. Resignation differs from dismissal in terms of the party initiating termination, the applicable notice rules and its possible consequences for unemployment benefitshttps://www.onem.be/page/quelles-consequences-un-abandon-demploi-sans-motif-legitime-peut-il-avoir-sur-votre-droit-aux-allocations: resignation without legitimate reason is regarded by the National Employment Office (ONEM)https://www.onem.be/ as voluntary unemployment and may result in exclusion from benefits for 4 to 52 weeks, or even indefinitely in certain cases.

Dismissal

Unilateral notice of termination given by the employer Art. 32, 3°, 37 and 39, Act of 03/07/1978to end the contract. It may notably take place subject to a notice period or with immediate effect against payment of payment in lieu of notice (PILON), subject to specific protectionshttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/protection-contre-le-licenciement. The consequences of termination (possibility and duration of notice, immediate termination and any compensation) vary according to the type of contract and the time at which termination occurs. Dismissal differs from resignation notably in terms of the party initiating termination, different notice periods and the possible application of rules concerning the reasons for dismissal (CLA No. 109)https://cnt-nar.be/sites/default/files/documents/CCT-COORD/cct-109.pdf and protection against dismissal.

Serious Cause

Either party may terminate the contract immediatelyArt. 35, Act of 03/07/1978 without notice or compensation where serious misconduct makes continued professional cooperation immediately and definitively impossible. Strict procedural requirements and time limits must be observed. Dismissal for serious cause may result in exclusion from entitlement to unemployment benefitshttps://www.onem.be/citoyens/chomage-complet/pouvez-vous-perdre-votre-droit-aux-allocations-/dans-quels-cas-pouvez-vous-etre-sanctionnee-chomage-complet for 4 to 26 weeks.

Act equivalent to termination

A substantial unilateralhttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/modes-de-rupture-communs-tous-les-contrats-le#toc_heading_2 modification of an essential element of the contract may be regarded as tacit notice of termination. In the event of a dispute, the court determines whether the conduct legally constitutes termination. The essential elements of an employment contract are assessed on a case-by-case basis according to the importance attached to them by the parties. Case law notably recognises the function, remuneration and place of work.

Terminations by agreement (without notice)

Termination by mutual agreement

The employer and the worker may jointlyArt. 32 2°, Act of 03/07/1978 decide, at any time, to terminate the contract and determine the conditions of termination without any specific formality, although a written agreement is recommended for evidentiary purposes. The agreement must nevertheless result from free and valid consent. It may be challenged where consent is vitiated, notably in the event of moral duress, the characteristics and scope of which have been defined by case law.

Termination clause

A Clausehttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/autres-modes-de-fin-du-contrat-rupture-de#toc_heading_4 providing that a future and uncertain event will automatically terminate the contract if it occurs. Its validity is subject to restrictionsArt. 32 and 36, Act of 03/07/1978: certain conditions are prohibited and, in particular, its occurrence may not depend solely on the will of one party.

Judicial intervention (without notice)

Judicial intervention

One party asks the court to terminate the contract on the basis of a sufficiently serious breach by the other party. Terminationhttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/autres-modes-de-fin-du-contrat-rupture-de#toc_heading_5 is therefore ordered by the court and does not constitute notice of termination given by either party.

Event-related ends (without notice)

Force majeure

An event unforeseeablehttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/autres-modes-de-fin-du-contrat-rupture-de#toc_heading_7 by the employer or worker, constituting an insurmountable obstacleArt. 32 5°, Act of 03/07/1978 to performance of the contract, without fault on the part of either party. Only permanent impossibility results in termination of the contract; temporary force majeure merely suspends its performance. Force majeure does not automatically terminate the contract: it must be invoked and demonstrated, together with the permanent nature of its consequences; otherwise, invoking it may constitute irregular termination.

Medical force majeure

Where the worker is permanently unable to perform the agreed work, the contract may end on grounds of medical force majeurehttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/autres-modes-de-fin-du-contrat-rupture-de-0 subject to certain conditions and completion of the specific statutory procedureArt. 34, Act of 03/07/1978This does not constitute dismissal or resignation. If the procedure does not establish that it is permanently impossible for the worker to perform the agreed work, the procedure ends without further consequences. Where medical force majeure is established in accordance with the statutory procedure, the contract ends without notice or compensation.

Death of one of the parties

The worker’s deathhttps://emploi.belgique.be/fr/themes/contrats-de-travail/fin-du-contrat-de-travail/autres-modes-de-fin-du-contrat-rupture-de#toc_heading_6 automatically terminates the contract, without notice of termination or a termination procedureArt. 32, 4°, Act of 03/07/1978. It constitutes a statutory cause of termination. The employer’s death does not automatically terminate the contract. It results in termination where the activity ceases or where the contract was based on personal cooperation. The court may then award compensation.

Specific situations (with or without)

Termination during the probation period

The general probationary period has been abolished since 2014 but continues to apply notably to studentsArt. 127, Act of 03/07/1978, temporary and temporary agency employment contractsart. 5, Act of 24/07/1987. During the probationary period, either party may terminate the contract without notice or compensation, in accordance with the applicable regime.

Abandonment of employment

The worker’s absence or breach of obligations, even where serious, is not sufficient to establish a definite intention to terminate the contract. The employer must therefore act cautiously and take appropriate stepsWork C. Mons, 14 December 2006, including attempts to contact the worker and formal notices, in order to rule out a justification such as force majeure or emergency hospitalisation. Only where the circumstances reasonably establish a definite intention to abandon employment may the employer record the termination and notify the worker in writing, preferably by registered letter. Termination is then attributable to the worker, without notice or compensation in lieu of notice. Given the difficulty of provingWork C.. Liège, div. Namur, 12 November 2019, R.G. 2018/AN/151, such intention, the employer may, where the relevant conditions are satisfied, rely instead on another ground for termination, notably serious cause.

Termination before commencement of performance

A validly concluded contract may be terminated before the worker commences employment, with or without notice of termination depending on the method of termination: mutual agreement, termination with notice or immediate termination against payment of compensation. The Act of 3 July 1978 does not specifically regulate this situation; its rules have therefore been developed by case law, principally in relation to unilateral termination and compensation. The Court of CassationCass., 10 April 1974, J.T.T., 1975, p. 10. accepts that a notice period may commence before the worker enters into service, notwithstanding divergent case law. In the event of immediate termination, lump-sum compensation is, in principle, payable based on the applicable notice period, i.e. one week for seniority of less than three months.

Retirement

Reaching the statutory retirement age does not automatically terminate the employment contract: the worker may decide to continue working or retire. In the latter case, the arrangements for ending or terminating the contract depend on the type of contract and may notably take the form of resignation, dismissal or termination by mutual agreement. Where the employer gives notice with a view to retirement, a specific regime limiting the notice period to 26 weeksArt. 37/6, Act of 03/07/1978 may apply.

End of contracts : summary table

Table legend
Yes, the criterion/criteria in the relevant column apply to the form of termination in the relevant row.
Under certain conditions, the criterion/criteria in the relevant column apply to the form of termination in the relevant row.
The criterion/criteria in the relevant column do not relate to the form of termination in the relevant row.
No, the criterion/criteria in the relevant column do not apply to the form of termination in the relevant row.

(?)
Hover your mouse over the relevant item to view details of the conditions that must be met for the criterion/criteria in the relevant column to apply.
O.E.C (open-ended employment contract) – F.T.C (fixed-term employment contract) – C.D.W (employment contract for clearly defined work) – R.C (replacement employment contract)
Contracts Unilateral Procedures Notice Probation/PILON Automatic
Expiry of the agreed term
(?)
All contracts concluded for a fixed term: standard fixed-term contracts, fixed-term replacement contracts, etc.
(Only FTC)
Completion of the agreed work
(?)
All contracts concluded for clearly defined work (standard contract for clearly defined work, temporary agency contract, etc.).
(Only CDW)
End of the replacement
(?)
A replacement contract may be concluded for a fixed or indefinite term. Early termination depends on the type of contract (fixed-term or open-ended). For an open-ended contract, the parties may agree on a notice period when concluding the contract or even provide in writing that the contract will automatically end without notice or compensation when the replacement ends.
(Only RC)
(?)
* Fixed-term: the contract ends without notice or compensation upon expiry of the agreed term, which in principle coincides with the return of the replaced worker.
* Open-ended: where the parties have agreed on a reduced notice period, notice must be given in accordance with the ordinary rules.
(Depending on
the contract)
(?)
In connection with the return of the replaced worker, notice of termination is, in principle, required only for an open-ended contract. Article 11ter of the Act of 3 July 1978 allows the parties to agree on a reduced notice period or even to provide for termination without notice or compensation. Where notice applies, it must be notified in accordance with the ordinary rules.
(Depending on
the contract)
(?)
In connection with the return of the replaced worker, notice of termination is, in principle, required only for an open-ended contract. Article 11ter of the Act of 3 July 1978 allows the parties to agree on a reduced notice period or even to provide for termination without notice or compensation. Where notice applies, it must be notified in accordance with the ordinary rules.
(Probation period
and derogation)
(?) * FTC: the contract ends without notice or compensation upon expiry of the agreed term, which in principle coincides with the return of the replaced worker. * OEC: Article 11ter of the Act of 3 July 1978 allows the parties to provide for a reduced notice period or even for the contract to end without notice or compensation.
(Depending on
the contract)
Resignation
(Depending on
PILON or probation)
(Depending on
the contract)
Dismissal
(Depending on
PILON or probation)
(Depending on
the contract)
Serious cause
(Strict rules)
Act equivalent to termination
(?)
An unilateral modification of an essential element of the contract may constitute an act equivalent to termination (tacit notice of termination), subject to assessment by the court. If wrongly invoked, the party relying on it is regarded as having terminated the contract itself.
(Tacit or
implicit)
(?)
Such a modification entitles the other party to termination compensation.
(Only PILON)
By mutual agreement
(Written
recommended)
Termination clause
Judicial termination
(?)
Either party may ask the court to terminate the contract on account of a sufficiently serious breach by the other party.
Force majeure
(?)
The party invoking force majeure must expressly establish it and demonstrate both its existence and the permanent nature of its consequences; otherwise, the contract continues.
Medical force majeure
Death of one of the parties
(?)
The employer’s death does not automatically terminate the contract. It results in termination where the activity ceases or where the contract was based on personal cooperation. The court may then award compensation, which may, where appropriate, require procedural formalities.
(?)
* The worker’s death automatically terminates the contract without notice of termination or a termination procedure.
– – – –
* The employer’s death does not automatically terminate the contract. It ends the contract where the activity ceases or where the contract was based on personal cooperation. The court may then award compensation.
During the probation perdiod
(?)
The general probationary period was abolished for contracts concluded as from 01.01.2014, except for student, temporary and temporary agency employment contracts, for which the first three days constitute a probationary period. During this period, either party may terminate the contract without notice or compensation.
(FTC, interim,
temporary)
Abondonment
(?)
The worker’s absence or breach, even where serious, is insufficient to establish a definite intention to terminate the contract. Only after sufficient steps have been taken to reasonably establish a definite intention to abandon employment may the employer record the termination attributable to the worker and notify it in writing.
(?)
The worker’s absence or breach of obligations, even if serious, is not sufficient to establish a clear intention to terminate the contract. The employer must therefore act cautiously and take appropriate steps, including attempts to contact the worker and formal notices, to rule out a justification such as force majeure or emergency hospitalisation.
(?)
Only after taking a number of steps that reasonably establish a clear intention to abandon employment may the employer determine that the contract has been terminated by the worker.
(Tacit or
implicit)
(?)
Only after taking a number of steps that reasonably establish a clear intention to abandon employment may the employer determine that the contract has been terminated by the worker and notify this in writing. The employer will not be required to give notice or pay compensation. However, the employer may claim compensation in lieu of notice (PILON) from the worker.
Before commencement
(?)
Before performance begins, the contract may end in different ways, notably through unilateral termination or by mutual agreement.
(Depending on
the termination)
(?)
The Act of 3 July 1978 does not specifically regulate this situation. Its rules have therefore been developed by case law, principally regarding unilateral termination and compensation.
(Depending on
the termination)
(?)
The Act of 3 July 1978 does not specifically regulate this situation. Its rules have therefore been developed by case law, principally regarding unilateral termination and compensation.
(Depending on
the termination)
(?)
The Court of Cassation accepts that a notice period may commence before the worker enters into service, notwithstanding divergent case law. In the event of immediate termination, lump-sum compensation is in principle payable based on the applicable notice period, i.e. one week for seniority of less than three months.
(Depending on
the termination)
Retirement
(?)
Reaching the statutory retirement age does not automatically terminate the contract: the worker may continue working or retire. If the worker retires, the method of ending or terminating the contract depends on the type of contract and may notably involve resignation, dismissal or mutual agreement.
(Depending on
the contract)
(?)
Reaching the statutory retirement age does not automatically terminate the contract: the worker may continue working or retire. If the worker retires, the method of ending or terminating the contract depends on the type of contract and may notably involve resignation, dismissal or mutual agreement.
(Depending on
the contract)
(?)
Reaching the statutory retirement age does not automatically terminate the contract: the worker may continue working or retire. If the worker retires, the method of ending or terminating the contract depends on the type of contract and may notably involve resignation, dismissal or mutual agreement.
(Depending on
the contract)
(?)
Where the employer gives notice with a view to retirement, a specific regime limiting the notice period to 26 weeks may apply.
(Depending on
the contract)

Sources

Legal sources

– Act of 3 July 1978 on Employment Contracts, Belgian Official Gazette, 22 August 1978, consolidated and updated text, notably Arts. 9 to 11ter, 32 to 40, 101, 127 and 130.
– Labour Act of 16 March 1971, Belgian Official Gazette, 30 March 1971, consolidated and updated text, notably Arts. 40 and 45/1.
– Act of 24 July 1987 on temporary work, temporary agency work and the hiring-out of workers to user undertakings, Belgian Official Gazette, 20 August 1987, consolidated and updated text, notably Arts. 2, 5 and 8.
– Recovery Act of 22 January 1985 containing social provisions, Belgian Official Gazette, 24 January 1985, notably the provisions relating to career breaks, thematic leave and protection against dismissal.
– Act of 19 March 1991 establishing a specific dismissal regime for staff representatives on works councils and committees for safety, health and improvement of the workplace, as well as candidate staff representatives, Belgian Official Gazette, 29 March 1991, notably Arts. 16 and 17.
– Act of 20 December 2002 on the protection of prevention advisers, Belgian Official Gazette, 20 January 2003, notably Art. 10.
– Act of 26 June 2002 on company closures, Belgian Official Gazette, 9 August 2002.
– Act of 4 August 1996 on the well-being of workers in the performance of their work, Belgian Official Gazette, 18 September 1996, notably the provisions relating to protection against adverse measures concerning violence and harassment.
– Act of 10 May 2007 combating certain forms of discrimination, Belgian Official Gazette, 30 May 2007.
– Decree-Law of 28 December 1944 on workers’ social security, Belgian Official Gazette, 30 December 1944, notably Art. 7.

Collective labour agreements

– National Labour Council, Collective Labour Agreement No. 5 of 24 May 1971 concerning the status of trade union delegations of company personnel, as amended.
– National Labour Council, Collective Labour Agreement No. 10 of 8 May 1973 concerning collective dismissals, as amended.
– National Labour Council, Collective Labour Agreement No. 17 of 19 December 1974 establishing a supplementary compensation scheme for certain older workers in the event of dismissal, as amended.
– National Labour Council, Collective Labour Agreement No. 103 of 27 June 2012 introducing a system of time credit, career reduction and end-of-career employment, as amended, notably Art. 21.
– National Labour Council, Collective Labour Agreement No. 109 of 12 February 2014 concerning the reasons for dismissal, notably Arts. 7 and 9.

Administrative sources

– Federal Public Service Employment, Labour and Social Dialogue, Employment contracts, labour regulations, working time and rest periods, temporary agency work, employment measures and First Employment Agreements, Brussels, FPS Employment, Labour and Social Dialogue, official website.
– National Employment Office (ONEM), “What consequences can abandonment of employment without legitimate reason have on your entitlement to benefits?” (information sheet T175); “Are you entitled to dismissal compensation?”
– Federal Pensions Service (FPS), “When can I retire?”, “Retirement age” section.
– National Social Security Office (NSSO), “Student@work”, official portal.