Belgium Introduces Statutory One-Week Notice Period During First Six Months of Employment

As of 1 August 2026, Belgian employers and employees can terminate indefinite-term employment contracts during the first six months with a notice period of only one week. This reform reintroduces a form of probationary period, providing greater flexibility for both parties during the initial phase of employment.

Key Provisions of the Reform

• Applicability: The one-week notice period applies exclusively to employment contracts concluded for an indefinite term whose performance begins on or after 1 August 2026.
• Mutual Application: Both employers and employees can invoke the one-week notice period during the first six months, facilitating easier termination if the employment relationship does not meet expectations.
• Automatic Application: No contractual clause is required; the one-week notice period operates entirely by law, differing from the former contractual probationary clause abolished in 2014.

Implications for Employers and Employees

Employers should verify the actual start date of employment contracts to determine the applicable notice period regime. Additionally, the ease of termination during the initial six months may influence onboarding and retention strategies. Employees should be aware of their rights and the flexibility afforded during the probationary period.

For further information and guidance, employers and employees are encouraged to consult legal experts or refer to official communications from the Belgian government.