Reform of Notice Periods: Two Key Changes for Employers in 2026
Executive Summary
Belgian employment law has undergone a significant reform of its notice period framework through two separate laws adopted in 2026. These changes, rooted in the 2025 government agreement, address two long-standing employer concerns: the lack of flexibility during the early months of employment and the unpredictable, ever-increasing cost of terminating long-serving employees.
The first change reduces the notice period to just one week for any termination (whether dismissal or resignation) occurring within the first six months of employment. The second introduces an unprecedented cap of 52 weeks on notice periods for employees with 17 or more years of seniority.
Importantly, these two changes have different entry-into-force dates and apply only to new employment contracts — existing contracts are not affected. Employers should take note of these timelines and update their HR processes accordingly.
Change 1 – One-week notice period during the first six months.
Since the 2014 single status reform, which abolished the historical distinction between blue-collar workers and white-collar employees, notice periods in the first months of employment could reach 3, 4, or 5 weeks depending on seniority. The new law, adopted by Parliament on 21 May 2026, simplifies this dramatically: the notice period is reduced to just one week for any termination occurring within the first six months, whether initiated by the employer or the employee.
Notice Periods for Dismissal (Employer-Initiated)
| Seniority | Current Notice Period | New Notice Period |
| Less than 3 months | 1 week | 1 week |
| 3 to less than 4 months | 3 weeks | 1 week |
| 4 to less than 5 months | 4 weeks | 1 week |
| 5 to less than 6 months | 5 weeks | 1 week |
| 6 to less than 9 months | 6 weeks | 6 weeks (unchanged) |
| 9 to less than 12 months | 7 weeks | 7 weeks (unchanged) |
Notice Periods for Dismissal (Employer-Initiated)
| Seniority | Current Notice Period | New Notice Period |
| Less than 3 months | 1 week | 1 week |
| 3 to less than 6 months | 2 weeks | 1 week |
| 6 to less than 12 months | 3 weeks | 3 weeks (unchanged) |
Not a Formal Reintroduction of the Probationary Clause
This measure is akin to an implicit return to the regime that existed before the 2014 single status law, when the probationary clause allowed termination subject to a reduced notice period. However, this does not constitute a formal reintroduction of the probationary clause. The reform simply adjusts the statutory notice periods. Employers do not need to include any specific written clause in the employment contract, nor do the former rules relating to the suspension or extension of a probationary period apply.
Impact on Fixed-Term Contracts
Fixed-term contracts are also covered by this reform. Under Belgian law, a fixed-term contract may be terminated before its expiry during the first half of its duration, provided this period does not exceed six months, subject to the notice periods applicable to open-ended contracts. Where such early termination is possible, the new one-week notice period applies.
Practical HR Tip
Companies should implement evaluation mechanisms for new hires before the end of the first six months. If a separation is needed during this window, the notice period (or corresponding indemnity in lieu of notice) is only one week. Additionally, CLA No. 109 — which requires employers to justify the concrete reasons for dismissal — does not apply during the first six months, meaning no formal justification of the dismissal grounds is required.
Entry into Force
This change applies only to employment contracts whose performance begins on or after the date of entry into force of the law, i.e., August 1, 2026, corresponding to the first day of the second month following its publication in the Belgian Official Gazette (Moniteur belge / Belgisch Staatsblad) on June 16, 2026.
Change 2 – Notice period capped at 52 weeks from 17 years of seniority.
A separate law, adopted by Parliament on 30 April 2026, introduces an unprecedented cap on notice periods for dismissal: 52 weeks (equivalent to one year) for employees with at least 17 years of seniority.
Under the current system, notice periods increase progressively with seniority and could continue to grow indefinitely. Under the new rules, notice periods will still increase with seniority — reaching 51 weeks between 16 and 17 years — but will then be capped at 52 weeks from 17 years onwards. If the law remains unchanged, by 2043, notice periods and compensatory indemnities will be limited to a maximum of 52 weeks or one year’s remuneration for employees who entered service on or after 1 June 2026.
For employers, this measure provides significantly increased predictability in estimating the cost of terminating long-term contracts.
Entry into Force
This cap applies to employment contracts whose performance begins on or after 1 June 2026. Existing contracts are not affected.
Full Notice Period Table (New 2026 Rules*)
The table below provides an overview of notice periods for dismissal under the new regime, applicable to employment contracts starting on or after the relevant entry-into-force dates:
| Seniority | Notice Period (Dismissal, in weeks) |
| 0 to less than 6 months | 1** |
| 6 months to less than 9 months | 6 |
| 9 months to less than 12 months | 7 |
| 12 months to less than 15 months | 8 |
| 15 months to less than 18 months | 9 |
| 18 months to less than 21 months | 10 |
| 21 months to less than 24 months | 11 |
| 2 years to less than 3 years | 12 |
| 3 years to less than 4 years | 13 |
| 4 years to less than 5 years | 15 |
| 5 years to less than 6 years | 18 |
| 6 years to less than 7 years | 21 |
| 7 years to less than 8 years | 24 |
| 8 years to less than 9 years | 27 |
| 9 years to less than 10 years | 30 |
| 10 years to less than 11 years | 33 |
| 11 years to less than 12 years | 36 |
| 12 years to less than 13 years | 39 |
| 13 years to less than 14 years | 42 |
| 14 years to less than 15 years | 45 |
| 15 years to less than 16 years | 48 |
| 16 years to less than 17 years | 51 |
| 17 years and more | 52*** |
* The new 2026 changes (one-week rule and 52-week cap) apply only to contracts whose performance begins on or after the relevant 2026 entry-into-force dates, so they do not affect the calculation (in two parts) for pre-2014 contracts.
** Entry into force of the one-week rule to be confirmed upon publication in the Belgian Official Gazette.
*** Cap of 52 weeks applies to contracts starting on or after 1 June 2026.
Key Takeaways and Action Points
- Always verify the employee’s start date to determine which rules apply.
- Review and update your onboarding and probation-assessment processes to ensure new employees are evaluated before the six-month mark.
- For terminations within the first six months, the notice period (or corresponding indemnity in lieu) will be just one week — no formal justification of the dismissal grounds is required (CLA No. 109 does not apply).
- The 52-week cap on notice periods applies only to employment contracts starting on or after 1 June 2026 — existing contracts are not affected.
- Consult with your legal advisor.
This newsflash is intended for general information purposes only and does not constitute legal advice. For specific guidance on how these changes affect your organization, please contact your Employment & Benefits team at Strelia.