Labour law reform: long-awaited flexibility finally becomes reality

1. Night work: from general prohibition to general possibility

One of the most significant changes concerns the rules on night work.

Until recently, work performed between 8 p.m. and 6 a.m. was generally prohibited, unless a specific legal exception applied. This general prohibition has now been abolished.

Since 1 June 2026, night work has been allowed in all sectors without the need for a specific exemption. Employers wishing to introduce work schedules that include night work must still follow a formal procedure. The applicable procedure depends on the sector in which the company operates.

The existing definition of night work remains unchanged: work performed between 8 p.m. and 6 a.m.

For companies in the distribution sector and related sectors (as legally defined), a specific regime applies. In these sectors, only work performed between 11 p.m. and 6 a.m. qualifies as night work. This change notably affects the granting of night shift premiums to employees hired after the new rules entered into force.

2. Work regulations: more flexibility for full-time schedules

The rules governing work regulations have also been relaxed.

Until recently, all applicable full-time work schedules had to be listed separately in the company work regulations. In practice, this often resulted in a considerable administrative burden and lengthy schedule descriptions.

Since 1 June 2026, employers may establish a general framework for working time arrangements. This framework must include:

• possible working days;

• daily time slots during which work may be performed;

• minimum and maximum daily working hours;

• normal and maximum weekly working hours.

Individual schedules that fit within this predefined framework no longer need to be listed separately in the work regulations.

3. Part-time work: lower minimum working time requirement

The rules on part-time employment are also changing.

The requirement to maintain a minimum weekly working time equivalent to one-third of a full-time schedule has been abolished. It is replaced by a new minimum threshold of one-tenth of a full-time schedule.

For a standard full-time schedule of 38 hours per week, this means that part-time employment is now possible from as little as 3.8 hours per week.

The existing rule that each work period must, in principle, last at least three consecutive hours remains in force. For example, an employee working 3.8 hours per week must perform those hours in one uninterrupted shift.

4. Notice periods: introduction of a 52-week cap

For employment contracts commencing on or after 1 June 2026, a maximum notice period of 52 weeks applies when the employer terminates the contract.

In practice, this measure will only become relevant in the longer term (from 2043 onwards). Employees must first accumulate sufficient seniority before reaching the maximum notice period, which only occurs after approximately 17 years of service.

For employment contracts that started before 1 June 2026, the current notice period rules remain applicable. As a result, some employees may still accrue notice periods exceeding 52 weeks.

5. Trial period 2.0: faster termination during the first six months

The new legislation introduces a system often referred to as a “Trial Period 2.0”.

Both employer and employee may terminate the employment contract during the first six months with a notice period of only one week.

This allows both parties to quickly assess whether the employment relationship meets their expectations.

The measure applies exclusively to employment contracts commencing from August 2026 onwards. Existing employment contracts remain unaffected.