On 11 February 2026, legal portal LexGO reported that the Belgian federal government has published a draft act introducing another wave of labour-market reforms. Although still subject to parliamentary debate, adoption is considered a formality and many provisions are slated to enter into force as early as April 2026.(lexgo.be)
Headline measures include relaxing the obligation to list every possible shift pattern in a company’s work regulations; employers will instead be able to describe a framework of permissible hours and agree specific schedules directly with employees. For international assignees—especially those on flexible hybrid-working arrangements—this promises simpler amendment procedures when roles evolve mid-assignment.(lexgo.be)
The bill also cuts Belgium’s minimum part-time threshold from one-third to one-tenth of standard weekly hours, a change that could make it easier to keep trailing spouses or students on payroll during shorter postings. Night-work rules will be liberalised for new hires in logistics, distribution and e-commerce, sectors that often rely on expatriate managers. Meanwhile, dismissal notice periods for long-serving staff hired from 1 April 2026 will be capped at 52 weeks, an important cost-planning parameter for multinationals.(lexgo.be)
![Belgium Tables New Working-Time Reforms Likely to Affect Expat Contracts]()
Amid these shifting employment parameters, securing the correct stay and work authorisations remains pivotal. VisaHQ’s Belgium desk (https://www.visahq.com/belgium/) can streamline visa and permit applications, coordinate renewals, and alert HR teams when legislative tweaks—like the forthcoming working-time reforms—affect immigration documentation, allowing companies to redeploy talent while we handle the paperwork.
Digitalisation is another theme: the prized CLA 90 bonus scheme will move to a fully online filing system, and temp-agency red tape will be trimmed by scrapping the pre-engagement declaration of intent. Global mobility teams should audit assignment letters, shadow-payroll triggers and incentive plans to ensure compliance once the law passes. Forward-looking workforce planning may be needed where night-work premiums or part-time minima feed into cost projections.
Because labour regulation sits alongside regional immigration rules (e.g., Flanders’ tighter 2026 permit criteria), companies must align HR, payroll and immigration stakeholders. While the reforms aim to boost flexibility, they also underscore Belgium’s rapid regulatory churn—making continuous monitoring essential for compliant and cost-effective expatriate programmes.
Headline measures include relaxing the obligation to list every possible shift pattern in a company’s work regulations; employers will instead be able to describe a framework of permissible hours and agree specific schedules directly with employees. For international assignees—especially those on flexible hybrid-working arrangements—this promises simpler amendment procedures when roles evolve mid-assignment.(lexgo.be)
The bill also cuts Belgium’s minimum part-time threshold from one-third to one-tenth of standard weekly hours, a change that could make it easier to keep trailing spouses or students on payroll during shorter postings. Night-work rules will be liberalised for new hires in logistics, distribution and e-commerce, sectors that often rely on expatriate managers. Meanwhile, dismissal notice periods for long-serving staff hired from 1 April 2026 will be capped at 52 weeks, an important cost-planning parameter for multinationals.(lexgo.be)
Amid these shifting employment parameters, securing the correct stay and work authorisations remains pivotal. VisaHQ’s Belgium desk (https://www.visahq.com/belgium/) can streamline visa and permit applications, coordinate renewals, and alert HR teams when legislative tweaks—like the forthcoming working-time reforms—affect immigration documentation, allowing companies to redeploy talent while we handle the paperwork.
Digitalisation is another theme: the prized CLA 90 bonus scheme will move to a fully online filing system, and temp-agency red tape will be trimmed by scrapping the pre-engagement declaration of intent. Global mobility teams should audit assignment letters, shadow-payroll triggers and incentive plans to ensure compliance once the law passes. Forward-looking workforce planning may be needed where night-work premiums or part-time minima feed into cost projections.
Because labour regulation sits alongside regional immigration rules (e.g., Flanders’ tighter 2026 permit criteria), companies must align HR, payroll and immigration stakeholders. While the reforms aim to boost flexibility, they also underscore Belgium’s rapid regulatory churn—making continuous monitoring essential for compliant and cost-effective expatriate programmes.
