Managing staff

From 1 July 2026, new rules will apply to flexi-jobs. The reform significantly expands the scope of the system and also amends several conditions relating to employment, remuneration and evaluation.

With the De Wever I government, concepts such as flexibility, pay based on performance and the principle of "gross = net" have become firmly embedded in Belgian labour law. On 1 June 2026, significant reforms to working time legislation were published, with a clear focus on making voluntary overtime more attractive.

In early June 2026, two important laws implementing the federal coalition agreement for 2025-2029 were published. The reforms aim to make the labour market more agile and provide employers with greater flexibility in organising work, while maintaining existing employee protection mechanisms.

The exemptions from remittance of payroll withholding tax are currently an important support measure for many companies. More and more employers are making use of these exemptions, for example for research and development (R&D), shift and night work, or overtime. To limit the impact on the budget, the Programme Act of 30 May 2026 introduces a correction factor as of 1 January 2027.

Over the past year, much has been written about the mobility budget, but concrete legislation was slow to follow. In the meantime, the Council of Ministers has approved a preliminary draft that sets out the first phase of the reform. What do we already know today? And more importantly: what does this mean in practice for you as an employer?

It had been expected for some time, but it is now official: recovery overtime has been extended until 31 March 2026. For employers, this is good news. The system provides additional flexibility without extra wage costs or administrative burden.

Since January 1, 2026, the competent authorities have introduced several changes in the framework of economic migration. These reforms bring stricter conditions, increased selectivity, and administrative clarification.

Since Jan. 1, 2026, a strengthened back-to-work policy in case of disability applies. The new rules not only bring changes within social security, but also impose concrete obligations on employers.

From 2026, important changes will take effect regarding international employment. Both in Belgium and at the EU level, the regulatory framework around social security, taxation, labor law, immigration and compliance is changing.

As part of the budget agreement, the Belgian government has decided to introduce a general obligation for time registration as from 2027. This measure is a direct consequence of European case law.

In only a few more weeks, the current year will come to an end. Perhaps your employees have not yet taken their full holiday allowance. What happens to such leftover holiday allowance? Must it be used up, carried over to the next year or paid out by the employer?

Cross-border employment remains a complex topic for employers and employees. The combination of labour law, social security, taxation and teleworking requires a correct legal and administrative approach. We provide a brief refresher on social security for cross-border employment and some practical tips.

On 24 November 2025, the federal government reached a new budget agreement. This agreement contains a series of social, legal and tax measures that will affect both wage costs and HR policies within companies. In this article, we outline the key points relevant to employers.

At the beginning of 2025, the government announced a series of measures aimed at modernising and increasing the flexibility of the labour market. In this article, we highlight some of the proposed measures concerning working time.

A replacement holiday is required for any public holiday that falls on a Sunday or what is normally a non-working day for your business (generally Saturday). This ensures that your employees still receive the ten annual public holidays to which they are entitled.

As of 1 January 2026, the maximum value of meal vouchers will rise from €8 to €10 per working day. This measure is part of a broader federal plan to strengthen purchasing power. But what does this mean for you as an employer?

As of June 2026, EU Member States must transpose the Pay Transparency Directive into national legislation. For employers, this brings new obligations, but also a valuable opportunity to future-proof their pay structures.

Employers will be able to continue using recovery overtime in the second half of 2025. This measure allows employers to pay out additional voluntary overtime hours net to employees, without additional social security contributions or taxes.

On 18 March 2025, Belgium and France agreed to tax civil servants in the country of their employer. France has now unilaterally ended this agreement. But what does this mean for you or your employees?

On July 30, 2025, the tax administration published the circular on the exemption from remittance of payroll withholding tax for shift work. It clarifies the application of the bis scheme and introduces an administrative tolerance.

In France, as an employer, you can strengthen your employees’ purchasing power with the Prime de Partage de la Valeur (PPV), formerly known as the Prime Macron. This bonus is, under certain conditions, exempt from social security contributions and taxes.

Hiring in Belgium comes with unique legal, tax, and administrative challenges – but also with great opportunities. In this 45-minute session, our experts will walk you through the essentials of employing people in Belgium.

If you employ staff in France, the coming weeks bring two key dates you need to keep in mind. These dates affect both employee planning and your payroll processing. Here’s what you need to know—and what actions to take now to avoid surprises.

A bonus plan under CAO 90 allows you to reward your employees with a non-recurring result-based bonus. When properly implemented, this system is both socially and fiscally advantageous, but it is subject to strict conditions.

Since 1 January 2020, all companies with at least 11 employees over a consecutive 12-month period are required to establish employee representation within the company or, at a minimum, organize elections.

Social legislation and personnel administration are constantly evolving. Just when employers think they have mastered the new regulations, a new government agreement introduces a series of changes. Efficient personnel administration is becoming more important than ever.

Every year in June and July, white-collar workers from Joint Committee 200 and blue-collar workers covered by Joint Committees 149.04, 112, and 127 receive a bonus in the form of eco-cheques. The month of payment is determined by law.

Employees are entitled to annual leave and holiday pay. But how exactly is that holiday pay calculated? And what about departure holiday pay? We are happy to inform you about what you need to know as an employer.

Starting January 1, 2025, employees will fully transition to the digital control card for temporary unemployment, marking the complete end of the paper version. This shift offers numerous benefits.

This book introduces new rules regarding non-contractual liability, which have significant implications for auxiliary persons such as employees, directors, and subcontractors. The law is expected to take effect on 1 January 2025.