Living and working conditions: Belgium

In Belgium, there are several ways to find work and learn about vacancies:

Public employment services

• Forem for Wallonia
• The VDAB for Flanders
• Actiris for the Brussels Capital Region
• The ADG for the German-speaking Community

Other labour market organisations

• Recruitment and selection agencies
• Selor (public sector recruitment services)
• Companies
• Temporary employment agencies

The media

• Internet
• Social/professional network sites (LinkedIn, Facebook, Twitter, Instagram, etc.)

The press

On weekends, some newspapers still feature a section on vacancies. For Dutch speakers, the main daily newspapers are as follows: De Morgen, De Standaard,

Het Nieuwsblad, De Tijd, Het Laatste Nieuws. For French speakers, the main daily newspapers are: La Dernière Heure, Le Soir, La Libre Belgique, La Meuse, L’Écho. For German speakers, the main daily newspaper is: GrenzEcho.

Local advertising newspapers and regional newspapers (Vlan etc.)

Many job vacancies are ‘hidden’, i.e. they are not advertised to the general public. You may apply for these vacancies on an unsolicited basis. The ‘hidden’ job market is accessible via company directories, social networks, newspapers and specialist magazines, etc.

Links:

Your CV

Most employers read your CV first before reading your cover letter. Your CV is your business card. It must highlight your strengths and skills in order to grab the attention of the employer. Your CV therefore needs to be easy to read and well formatted with a clear layout. Your CV should contain:

• Your personal details – Name, address, telephone number (including the country code if you live outside Belgium), email address; no photo (unless it is required for the job or if an employer asks for it). In order to prevent any form of employment discrimination, no private details need be provided (age, nationality, marital status, gender).
• The role or post for which you are applying – Quote the job title or desired position in the heading (use Belgian job titles).
• Experience – The most important part of your CV. Detail your employment history starting with your most recent position Indicate the duties you have performed and briefly describe: your most important roles and responsibilities (number of people supervised, budget, etc.), your success stories and the important projects you have been behind. Provide information about the company (number of employees, turnover). New graduates may quote any traineeships or other relevant personal experiences (voluntary work etc.).
• Studies – List your qualifications starting with the most recent to as far back as secondary or higher education. Include the title of your dissertation and/or your thesis and your results, if possible. Make sure the names of your qualifications and any other titles specific to your country of origin will be understood by the employer.
• Additional training – Seminars and training relevant to the position you are applying for and the company you are applying to.
• Skills and abilities – Certificates you have acquired for a specific field demonstrating computer skills, technical knowledge or other skills.
• Language skills – Make sure this information is highlighted in a separate section as language skills are of great important in Belgium (French in Wallonia and Brussels, Dutch in Flanders and Brussels, and German among the German-speaking Community). Use the Common European Framework of Reference for Languages (CEFR) to determine your level.
• Interests – Give an overview of any sporting and cultural activities and voluntary work you are involved in – this gives the employer an idea of your personality. Also include any general skills that could be useful in a professional setting.

Personalise your CV – Demonstrate creativity in the layout (but keep it clear) and showcase your practical skills (know-how). Be honest.

Also think about posting your CV online so that recruiters can see it. Most jobseekers’ websites allow you to do this. Also, keep your LinkedIn profile up to date and consistent with your CV.

Cover letter

Write a separate cover letter for each application that is tailored to the company and the vacancy in question. The cover letter is a means of introducing yourself to a potential employer. Describe both your personality and your experience. Highlight your strengths and how you differ from other candidates with the same qualifications. Make your letter stand out from the others at first glance.

In an unsolicited application, you are applying for a job at a particular company when no actual job vacancy has been advertised. This does not make it easier to write your cover letter, as you cannot tailor the letter to a particular job. In this case, it is important to set out your career goals clearly and convincingly. Always bear in mind that there is no general rule for writing a good cover letter and that every employer will have their own personal opinion. In this case, also justify why you are applying to this particular company.

Links:

​​​​​​Definition

A trainee is defined as a person undergoing regular education who, as part of this training, works for an employer under conditions similar to those of workers employed by that employer, with a view to gaining work experience.

In order to be employed as a trainee in Belgium, a foreign national must, in principle, have a valid work permit. This condition does not apply to nationals of a Member State of the European Economic Area (i.e. the European Union, including Norway, Iceland and Liechtenstein) and Switzerland.

However, there are cases where an exemption from the obligation to have a work permit (in addition to the above-mentioned exemption for European Economic Area nationals) is issued to foreign trainees.

Employment policy is a regional responsibility. Each region is responsible for the development and implementation of employment measures.

Each regional public employment service (Actiris, Forem, the VDAB and the ADG) offers traineeships and apprenticeship contracts to jobseekers. Only in Brussels are traineeships offered by Actiris and apprenticeships by regional training providers (Brussels-Formation and the VDAB).

In Belgium, the concept of a traineeship can therefore be defined and implemented in different ways, with each public employment service having its own conception in this area.

Definition of a traineeship

In the Brussels Capital Region, for Actiris, a traineeship is a practical or professional training period, usually for a maximum of 6 months within a company (in Brussels or abroad), intended to allow the practical application of the skills acquired during study or vocational training. A traineeship can also take place before or after a first professional experience. Actiris and its partners offer different types of traineeship programmes (in Brussels or abroad). For more information on the various traineeships and employment grants that exist in the Brussels Region (and the conditions):

https://www.actiris.brussels/fr/citoyens/faire-un-stage-en-entreprise

Thanks to the Eurodyssey programme, young people under the age of 30 (from a region that is a member of the Eurodyssey network) can take a 6-month internship in the Brussels Capital Region through Actiris. All the information can be found at: 

https://eurodyssey.aer.eu/?region-profile=bruxelles-capitale

Wallonia does not apply any official definition of traineeship. A work placement is generally considered to be a practical trial period in connection with studies, vocational training or policy measures designed to increase the employability of the unemployed.

In Flanders, education providers can integrate some form of traineeship into their programme, usually at the end of the training. This requires an employer who is aware of the trainee’s training needs and is prepared to put in the time and effort. 

Eligibility

With Actiris (traineeships in Brussels or abroad)

For all information on the various traineeships in Brussels (please note the specific admission requirements for these internships, as you will often need to reside in the Brussels region).

https://www.actiris.brussels/fr/citoyens/beneficier-d-une-aide-a-l-emba…

Traineeships abroad are by definition reserved for jobseekers living in the Brussels Capital Region and registered with Actiris:

https://www.actiris.brussels/fr/citoyens/travailler-en-dehors-de-bruxel…

In Wallonia:

For foreign students and recent graduates, there are schemes for traineeships in Wallonia such as Erasmus+ or Eurodyssey. For jobseekers, there are a number of work experience schemes that allow you to continue your training in a company, in the form of a traineeship or an apprenticeship contract. All traineeship programmes are open to people from other countries, provided they meet the required conditions.

In Flanders, traineeships are available only to those undergoing vocational training, whether they come from Belgium or abroad.

Implementation

In the Brussels Capital Region, Actiris provides individual support to jobseekers to ensure that their profile (skills and needs) matches the traineeship offer. The agreement between the jobseeker, the company and the service provider must clearly specify the objectives and tasks of the traineeship. Financial support or allowances enable jobseekers to gain experience and develop new skills to improve their integration into the labour market.

In Wallonia, this policy is organised at regional level in accordance with the European Council Recommendation on a quality framework for traineeships.

In Flanders, traineeships are in line with the recommendations of the Quality Framework for Traineeships.
Belgian legislation only allows unpaid traineeships carried out in the framework of recognised training.

Living and working conditions

In Belgium, traineeship agreements are based on employment contracts: trainees are subject to the same legislation as employees (same rights and obligations). For example, the employer provides the trainee with a copy of the employment regulations and must also take out insurance against accidents at work.

Further information on living and working conditions for trainees in Belgium can be found at the following links:

 Een student aanwerven voor een stage: wat zijn de regels? | Student.be

Stagiaires | FOD Werkgelegenheid, Arbeid en Sociaal Overleg (Belgie.be)

Where to find opportunities / job vacancies

In the Brussels Capital Region:

You will find this type of offer on the ‘job offers’ page on the Actiris website. Filter your search by typing the type of traineeship in the job vacancy search engine. You can also filter by place of employment: Brussels or abroad.

https://www.actiris.brussels/fr/citoyens/offres-d-emploi/?keywords=&domains=

In Wallonia, Forem connects employers with potential trainees.

In Flanders, traineeships are part of professional or other training and are organised as part of this training.

Links:

Funding and support

For study traineeships, in most cases traineeships in Belgium are not remunerated. However, some companies reimburse transport costs (public transport subscription) or offer free meals or reduced prices to students. These benefits are to be negotiated by the trainee student. If the student receives remuneration, they will have to sign documents, and the company will have to declare the amount paid to the student.

For jobseekers, there are specific training support schemes in each region.

In the Brussels Capital Region, for all information on financing and support:

Faire un stage en entreprise | Actiris

In Wallonia:

For jobseekers, traineeships are financially supported as part of vocational training. All information is available on the Forem website: www.leforem.be

In Flanders, traineeships are supported and funded in the same way as vocational training.

Where to advertise opportunities

In the Brussels region, information on traineeships and apprenticeships is available on :

https://www.actiris.brussels/fr/employeurs/accueillir-un-stagiaire

In Wallonia, Forem connects employers with potential trainees:

https://www.leforem.be/entreprises/accueillir-un-stagiaire.html

In Flanders, information is available on the website www.vdab.be.

Funding and support

In Wallonia, employers can contact Le Forem’s business services for information: https://www.leforem.be/entreprises/accueillir-un-stagiaire.html

In Flanders, support for employers is provided by the vocational training establishment.

In the Brussels region:

-        Quelle aide pour moi ? | Actiris

-        Stage Eurodyssey | Actiris

Legal framework

In Belgium, dual training is possible through different mechanisms and different accredited education and training operators. The duration and conditions of access to training depend on the system. All companies – small, medium-sized or large – in all sectors of activity can use work-linked training as long as there is a training programme specific to the job in question with an approved education or training operator.

Throughout their time with the company, apprentices are supervised by a tutor appointed by the company. The tutor is there, in particular, to ensure that the apprentice acquires the skills needed to practise the trade for which they are training. In addition to this, the apprentices and companies are supervised, both for administrative and educational formalities, by contact persons within the training operators in which they are registered.

Dual training allows:

• apprentices to receive training, acquire experience and skills relevant to the labour market, obtain an official, recognised qualification and receive remuneration / an allowance.
• meet the real and current skills needs of employers.

The monthly remuneration/indemnity of an apprentice in dual training is based on minimum amounts set by law, which depend on the dual training scheme and may vary according to the level of skills or qualifications already achieved and the sector of activity/trade concerned. The apprentice and the host company also have the opportunity to receive bonuses. 

In the Brussels region: https://be.brussels/fr/emploi/job-brussels/quel-emploi-recherchez-vous/formations-alternees

Formation en alternance | Actiris

Dual training

Do you want to gain professional experience while going to school? Young people aged 15-25 who are in vocational education can combine part-time courses with a work-based traineeship. In French this is known as formation en alternance and in Dutch as leerovereenkomst.

How does this happen in practice?

A training plan is established with an approved training centre in a given professional sector. This training centre is responsible for the theoretical training and mentoring of the student. In addition to this training (approximately 1 day a week), the student completes a work placement in a company, where they learn the trade concerned on the job, under supervision.

In general, students are paid for the work they do. The training operator of the training centre liaises between the student, the training and the place of traineeship. At the end of their apprenticeship, the young people receive a certificate.

The procedures and conditions vary according to the Community. Specific information can be found on the following websites:

For French speakers:

Dual vocational training courses are organised by the centres d’éducation et de formation en alternance [dual education and training centres] (CEFA) or the efp in Brussels.

For Dutch speakers:

To find out more about apprenticeships, visit www.leertijd.be (NL) developed by Syntra.

Website: www.syntrabrussel.be (NL)

In Flanders:

• Individual vocational training (individuele beroepsopleiding, IBO): the employer may employ the trainee at a reduced cost for a certain number of months, but must offer training by formally undertaking to hire the trainee at the end of the training.
• Vocational integration training (Beroepsinlevingsstage, BIS): the trainee carries out a professional activity, thereby acquiring the required skills. A training plan is followed.
  • the ‘vocational training contract’: for apprentices aged between 15 and 25 who have completed at least 2 years of lower secondary education
    • via a CEFA (centre d’éducation et de formation en alternance [dual education and training centre];

In Wallonia

• via IFAPME (Institut wallon de formation en alternance et des indépendants et petites et moyennes entreprises).

The duration of training under a vocational training contract is generally 3 years. Daytime classes alternate with in-company training.

• the ‘industrial apprenticeship contract’ via a CEFA: for apprentices aged 15 to 21 years and for companies which are members of the following joint committees (commissions paritaires):
• CP 323 – Real estate sector
• CP 118 and 220 – Food industry sector (manual workers and employees)
• CP 111 – Metal, mechanical and electrical engineering

An industrial apprenticeship contract can last from 10 to 36 months (depending on the committee).

• the ‘Convention de stage [traineeship agreement]’ via IFAPME: for apprentices aged 18 and over (who are no longer subject to compulsory education), with staggered hours of training (in the evening or at weekends);
  • Formation de chef d’entreprise [head of company training]: in principle lasts for 3 years, but for certain professions or depending on the skills already acquired by the apprentice, the duration may vary from 1 to 2 years;
  • Formation de coordination et d’encadrement [coordination and management training]: usually lasting 1 year, but some training courses may be extended.
• the ‘Convention d’alternance [vocational training contract]’ in higher education: alternating education is possible in university colleges (hautes écoles) and universities, for bachelors (180 credits) and for masters (120 credits).
• The ‘Contrat de formation alternée [dual training contract]’ via a centre in Forem, IFAPME or in the Competence Centre: for unemployed jobseekers registered in Forem and receiving unemployment benefits, integration allowances or social integration income.

Work-linked vocational training can last from 3 to 12 months, depending on the trade and the administrative status of the trainee.

In the case of a positive assessment, the apprentice receives a certificate that they can send to employers.

For more information: Offa – Accueil (formationalternance.be) [office for dual education and training in Wallonia]

Eligibility

In Belgium

In addition to meeting the age requirements specific to each scheme, in order to be able to register with an educational establishment or training centre and follow dual training, foreign applicants must:

• be in possession of a residence permit,
• have the equivalent qualifications required by the dual training scheme,
• meet any other conditions specific to each device.

In higher education, in order to be able to access:

• a bachelor’s degree course organised on a dual training basis, the student must hold the CESS – certificat d’enseignement secondaire supérieur [certificate of higher secondary education] issued in Belgium – or a foreign diploma or certificate of completion of secondary education recognised as equivalent to the CESS.
• a master’s degree in dual education, the student must hold a bachelor’s degree, the specificity of which depends on the master’s degree.

In Brussels:

https://be.brussels/fr/emploi/job-brussels/quel-emploi-recherchez-vous/formations-alternees

Formation en alternance | Actiris

In Wallonia

To submit a request for diploma equivalence to the Wallonia-Brussels Federation:

http://www.equivalences.cfwb.be

In Flanders:

• Individual vocational training (IBO) is open to unemployed Belgian nationals and EEA citizens.
• Vocational integration training (BIS) is open to any person holding a work permit.

Living and working conditions

In Belgium, EU citizens can work without a work permit. If they want to work for more than 3 months, they must apply for a temporary residence permit:

Venir travailler en Belgique | Belgium.be

http://europa.eu/youreurope/citizens/work/work-abroad/index_en.htm.

In Brussels:

https://be.brussels/fr/emploi/job-brussels/quel-emploi-recherchez-vous/formations-alternees

Formation en alternance | Actiris

In Wallonia, the period of training depends on the statutory age. The duration of the programme is 2 or 3 years for students, and 6 months to 2 years for jobseekers.

The apprenticeship is covered by a contract and by the general labour law provisions.

Salaries and benefits vary according to contract, age, sector, etc. For further information, visit the website : www.sysfal.be.

In Flanders:

• Individual vocational training (IBO): During an IBO, the apprentice receives a benefit payment and an IBO allowance. The amount of the allowance depends on the benefit payment and is paid by the VDAB. In addition, the student receives a travel allowance and a childcare allowance, where relevant. For more information:

https://www.vdab.be/ibo/wzinfo.shtml#hoeveel

Vocational integration training (BIS):

During the vocational integration traineeship, the trainee receives a traineeship allowance and reimbursement of travel costs from the employer.

More information: werk.belgie.be en  vdab.be

Where to find opportunities / job vacancies

Alternatively, apprentices may consult dual training opportunities online through the relevant public employment service, education or training providers or sectoral training funds.

Other site: Hoe vind ik een stage? 

https://www.alimento.be/fr/sur-alimento

In the Brussels Capital Region:

• www.bruxellesformation.be
• www.enseignement.be

For French speakers: Dual training apprenticeships are organised by the centres d’éducation et de formation en alternance [dual education and training centres] (CEFA) or the efp in Brussels.

For Dutch speakers: To find out more about apprenticeships, visit www.leertijd.be (NL) run by Syntra.

Website: www.syntrabrussel.be (NL)

In Wallonia

Stage+, an initiative of the Office francophone de la formation en alternance [office for dual education and training in Wallonia], OFFA

The Office wallon de la formation professionnelle et de l’emploi [office for vocational training and employment in Wallonia]: www.forem.be

In Flanders:

Learning and working (or workplace learning) refers to training systems in which trainees alternately learn professional skills at school (or in a school environment) and in the workplace. It usually involves basic vocational training and the trainees are usually apprentices or young, (under-)educated jobseekers.

www.leertijd.be

• IBO: vacancies are published on www.vdab.be

BIS: vacancies are not published online – the initiative comes from the employer.

Funding and support

In the Brussels Capital Region :

• www.bruxellesformation.be
• www.enseignement.be

For French speakers: The centres d’éducation et de formation en alternance [dual education and training centres] (CEFA) orefp in Brussels.

For Dutch speakers: www.leertijd.be (NL) run by Syntra.

Website: www.syntrabrussel.be (NL)

In Wallonia

The Public Service of Wallonia grants aid to apprentices following dual training in a CEFA or IFAPME. The student receives a bonus when they reaches the end of his/her training and officially graduates.

For further information: Formation en alternance – Emploi et Formation professionnelle en Wallonie [dual training – employment and vocational training in Wallonia]

Jobseekers who are registered with Le Foremfor dual training at a Le Forem or IFAPME training centre will continue to receive their unemployment benefit, integration benefit or social integration income and will receive a monthly allowance paid by the employer, the amount of which will be increased if there is a shortage of labour in the trade.

For further information: Formation alternée | Le Forem [Work-linked training | Le Forem]

In Flanders: www.vdab.be

Where to advertise opportunities

Employers based in Belgium can publish dual traineeship opportunities on the websites of the public employment services, education or training providers or sectoral training funds.

Other site: À la recherche de jeunes talents pour votre entreprise ?[Looking for young talent for your company?] | Student.be

In the Brussels Capital Region:

www.actiris.brussels

Stage en entreprise (efp.be)

In Wallonia:

Stage+, an initiative of the Office francophone de la formation en alternance

The Walloon Vocational Training and Employment Office: www.forem.be

In Flanders:

www.vdab.be

www.stagejobs.be

Funding and support

In the Brussels Capital Region:

Actiris offers companies a mentor premium for hosting trainees up to 25 years old.Tax benefits are also available. All the information can be found at: Formation en alternance | Actiris

In Wallonia

The Public Service de Wallonia provides aid to self-employed persons and partner companies  of CEFA and IFAPME. The company receives a bonus when the apprentice on the vocational training scheme successfully completes the first year of training.

The company hosting an apprentice must first have been approved by the training operator. This company must have a unit of establishment in Wallonia and have an approved tutor within their team, who must ensure that the apprentice acquires the skills necessary to carry out the profession to which they are assigned.

For further information: Formation en alternance – Emploi et Formation professionnelle en Wallonie [dual training – employment and vocational training in Wallonia]

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

Finding housing in Belgium is relatively easy. But there are a few things you need to know to help organise your search. For instance, rental contracts are generally for 1 to 3 years and you will be asked to pay a deposit equal to 2 months’ rent. Moreover, as a prospective tenant, you don’t have to pay agency fees if you look for a rental property through an estate agent. Only the landlord has to pay the estate agency. More information can be found on Belgium.be: Etrangers qui viennent en Belgique | Belgium.be

Renting or buying a house

Available housing is publicised by means of orange and black placards bearing the words te huur / à louer [to let] or te koop / à vendre [for sale] in Dutch-speaking and French-speaking areas, respectively. Most Belgian daily newspapers and regional newspapers carry advertisements for properties to let and for sale. You could also use an estate agent or view advertisements on the internet.

Finding temporary accommodation

Hotels are relatively expensive. Youth hostels and bed and breakfast accommodation are cheaper alternatives. More information can be obtained from the local tourist information centres.

During the summer, rooms are sometimes offered for rent in student residences in university towns.

Advertisements for rental accommodation can be found on the internet and in local newspapers. Information centres such as ‘Services – Kots’ (kot = student room) and ‘Infor Jeunes’ (information for young people aged up to 25) offer very useful information.

Links:

Compulsory education lasts for 12 years, i.e. from 6 to18 years of age, and may be preceded by nursery education, from 2 and a half years (3 years in the German-speaking Community).

Primary education is aimed at children from 6 years of age and secondary education is aimed at children from 12 years of age.

Full-time education is compulsory only until the age of 15. From the age of 15, young people can attend part-time education (see Learning).

After secondary education, young people can go on to higher education.

If you want to know what rules apply to enrolment in primary and secondary education, adult education and higher or university education, you can take a look at the sites listed below:

• belgium.be portal – Training: www.belgium.be/fr/formation
• Education in Flanders: http://www.ond.vlaanderen.be
• Education in the Wallonia-Brussels Federation: http://www.enseignement.be
• Education in the German-speaking Community: www.ostbelgienbildung.be
• Service providing information on work and education: http://www.siep.be
• Centre de documentation et d’information sur les études et les professions [centre for documentation and information on studying and professions] (CEDIEP): http://www.cediep.be

https://www.cultures-sante.be/nos-outils/outils-education-permanente/it…

Links:

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Registration procedure

When you register, you get a national registration number that allows you to take a large number of steps in Belgium: open a bank account, register with a public employment service, register with the health insurance fund (health insurance), access housing, access the internet and/or energy suppliers, and so on.

1. You must report your presence upon arrival in Belgium.

It is desirable for an EU citizen who comes to Belgium to report their presence in Belgium to the municipal authorities at the place where they reside within 10 working days of their arrival in Belgium. The EU citizen who reports their presence will receive a document entitled Déclaration de présence [notification of presence] (Annex 3ter to the Royal Decree of 8 October 1981). This document, issued free of charge, is not a residence permit.

2. Short stays for nationals of the European Economic Area (EEA) (déclaration de présence)

In principle, a déclaration de présence is sufficient for a stay on Belgian territory lasting not more than 3 months.

3. Stays of more than 3 months for EEA nationals

Annex 19 (application for certificate of registration)

If you intend to stay in Belgium for more than 3 months, you must apply to your municipality for registration (Annex 19) within 3 months of your arrival in Belgium.

You should report to the municipal administration, taking a valid passport or identity card.

The municipal administration will ask you to give the precise reason for your stay (whether you are coming as an employed person, a self-employed person, a jobseeker, a student, an EEA national who can provide evidence of adequate financial resources or a member of an EEA national’s family).

Annex 8 (registration certificate)

To obtain Annex 8, you must submit a number of documents to the municipal administration (Annex 19 specifies precisely which documents). You have 3 months (from the time of submission of the application) to submit all the required documents.

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You have decided to come and work in Belgium. Before setting off, there are a number of formalities you need to complete.

• You must have a valid passport or identity card issued by your country of origin.
• Whatever your status or the length of your stay, certain formalities must be completed upon your arrival in Belgium, such as obtaining a residence permit.
• You may also need to obtain the necessary authorisations to perform your profession. These vary, depending on whether you are self-employed or employed.
• Find out about the social security system in Belgium and the applicable contribution scheme for employed and self-employed foreign nationals.
• Ask your health insurance organisation about the documents required to join a Belgian health insurance fund. You must also obtain a European Health Insurance Card to cover you in the event of emergency treatment during your stay, as long as you are not affiliated to an insurer in Belgium.
• If you are working in Belgium, you will also have to pay tax there. Find out more about taxation in Belgium, the existence of a double taxation treaty with your country of origin, the withholding tax system applicable to employees and the obligation to declare your professional income in Belgium.
• Contact your bank to inform it of your departure, and ask for advice concerning any partnerships with other foreign banks.
• Notify the post office of your change of address and arrange for your post to be forwarded.
• Make sure you have at least temporary accommodation in place, as well as sufficient financial resources on which to live for the first month.
• Remember to terminate your telephone subscription and contracts with electricity and gas suppliers and subscribe to new ones when you arrive in Belgium. Also update your bank accounts and bank details (bank accounts and any other financial resources), if applicable.
• To open a bank account, you will need some form of identification issued in Belgium, for example a residence permit, and a national registration number. If you only have an international passport, you can open an account under certain conditions. In order to make transfers to an account in Belgium or abroad, you should preferably know the IBAN and BIC code (this is the same as the SWIFT code).

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Employment contracts are governed primarily by the Law of 3 July 1978 on employment contracts. This law applies to the status of operative, employees, sales representatives and domestic workers. In addition to these four main statuses, it lays down specific rules for domestic workers or student workers.

Some specific legislation also deals with special situations such as temporary agency work, workers working in the ‘service voucher’ system, paid sportsmen, etc., but these various laws refer in some respects to the ‘traditional’ employment contract, to the common principles of the Law of 3 July 1978.

The employment contract is a key element of the relationship between the worker and employer. The rules attached to the contract may vary depending on the worker’s status (operative, employee, sales representative, domestic worker, student, etc.), the working time (full or part time work) or even the duration of the contract (permanent or fixed-term contract).

Types of employment contract

Defined by duration

• Open-ended employment contract:the end date of the employment contract is not stipulated (i.e. it is for an unlimited duration).
• Fixed-term employment contract: a fixed date or an event whose realisation on a known date will terminate the reciprocal obligations of the employer and the employee.
• Employment contract for specific, defined work: In this kind of contract, it is not about stipulating the duration of the contract but rather the work to be done (e.g. acting in a film or fruit-picking on a farm), publishing a book, etc.).
• Replacement contract: this kind of contract may be concluded to replace a permanent employee whose contract has been suspended for a reason other than short-time working on economic grounds or because of weather conditions, a strike or lockout.
• Temporary work contract: A contract of employment for a temporary worker is a contract under which a temporary worker (worker) undertakes, in return for payment, to work temporarily for a user (third party) for a temporary employment agency (employer). The temporary employment contract is concluded in the form of a fixed-term employment contract, for clearly defined work or for the replacement of a permanent worker.

Contracts defined by service volume

• Full-time employment contract: the employment contract is concluded for the maximum hours of work in the company.
• Part-time employment contract: the employment contract is concluded for shorter working hours than is normal within the company.

Specific contracts

• Student employment contract
• Sales representative employment contract
• Domestic work employment contract
• Professional sportsperson employment contract

Young workers

In Belgium, a minor (a person under the age of 18) can enter into and terminate an employment contract, provided that they have the express or tacit consent of a parent or guardian. In the case of opposition by a parent or guardian, the minor may request that the juvenile court give its consent.

Up until the age of 15, all young people must be in full-time education. After 15, they are no longer required to remain in full-time education provided that they have completed 2 years of full-time secondary education (irrespective of whether they have passed). The obligation to remain in full-time education ends at the age of 16. From that point on, young people can be in part-time education and combine learning with working.

Under a student employment contract, a young person enrolled in full-time education can work full-time from the age of 15. The student employment contract must be concluded for a fixed period.

Seasonal work

In Belgium, there is no single uniform regulation for seasonal work. In order to deal with production peaks and periods of increased activity during certain periods of the year, Belgian employers are allowed to hire casual, seasonal or extra workers.  The relevant legislation and the types of employment contracts differ from one industry to another.  The existing systems aim to limit undeclared work by offering employers the option of paying lower social security contributions and providing social security and a guaranteed salary to employees.

Agriculture and horticulture: the seasonal worker form

Seasonal work in agriculture and horticulture is subject to specific regulations. The seasonal worker form replaces an employment contract. Each working day recorded on the form corresponds to a daily contract.  The contract is therefore automatically terminated every day without having to follow a specific procedure. The employer decides every day which person to hire without the need for a new employment contract.

Tourism, restaurants and hotels

In the tourism and hospitality sector, employers can make use of different types of special employment contracts in order to respond to periods of increased activity. It should be noted that in this sector, student labour is widely used during the holiday season.

• A seasonal worker is defined as: a worker who is bound by an employment contract for a period of at least 2 months during the period from ¹ May to 30 September with weekly working hours amounting to at least three quarters of a full-time job and who is employed by the same employer in a seaside resort, spa or tourist centre.  The worker is subject to the normal regulations of temporary employment contracts.
• Flexi-jobs: enable workers who are already employed by one or more employers to take on an extra job with another employer in the sector or through a temporary employment agency under favourable terms. Two contracts must be concluded in the context of a flexi-job: a framework contract and a flexi-job contract.  The employer draws up a flexi-job contract each time they wish to employ the worker.
• Casual or extra workers are employees who are hired in the hospitality industry under a fixed-term employment contract for a maximum of 2 consecutive days. Such contracts do not have to be in writing.

For more information on specific employment contracts and seasonal jobs, see:

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An employment contract is a contract between an employee and an employer, whereby the employee undertakes with the employer to perform work under the authority of the employer in return for remuneration. The four essential elements of an employment contract are therefore as follows:

1. a contract,
2. work,
3. remuneration,
4. and the authority of the employer (a subordinate relationship).

There is a contract of employment as soon as these four elements are, in fact, present; there is no contract of employment if one or more of these elements is missing.

In order to be valid, an employment contract must fulfil certain conditions of validity and, in certain cases, certain formal conditions.

As a general rule, the employment contract must not be drawn up in writing in order to be valid. In principle, therefore, it is possible to conclude an employment contract orally. In practice, employers often use written employment contracts, in order to prevent problems with regard to proof.

Sometimes, however, a written document is mandatory.

The following employment contracts, inter alia, must be drawn up in writing:

• fixed-term contracts and contracts for specific, defined work,
• replacement work contract,
• part-time employment contract,
• student employment contract,
• domestic work contract,
• temporary work contract,
• temporary work contract.

In addition, any non-competition clause, any learning clause and any clause relating to commissions of trade representatives must be concluded in writing.

The general principle is that the probationary period is abolished from 1 January 2014, but remains applicable in student employment contracts and temporary and temporary work contracts.

The individual elements of an employment contract (e.g. the nature of the work, a description of duties if it is the convention to set these out in a contract, the working hours and the place of work) cannot be unilaterally modified by the employer or the employee. A contract must be performed under the conditions, at the time and in the place agreed Any changes to an employment contract can only be made with the consent of both parties. If the employer or the employee unilaterally modifies one of the essential elements of the agreement, this is deemed to constitute a breach of the employment contract. The employer or employee can then give notice of the breach and demand payment of compensation in lieu of notice. This rule does not apply to all changes. The employer, who is responsible for operating the company, may carry out restructuring and reorganisation if necessary for compelling economic reasons, provided this does not significantly alter any essential element of the employment contract. Under the law on employment contracts, any clause by means of which the employer reserves the right to modify the working conditions unilaterally is null and void.

Use of languages:

In Belgium, the language to be used in company relations is regulated. In order to determine the applicable language regime, it is essential to determine the municipality in which the company has its place of business. Dutch must be used when the employer’s place of business is in the Dutch-speaking region; French when it is in the French-speaking region; and German when it is in the German-speaking region. Companies established in the bilingual Brussels Capital Region must draw up documents in Dutch for their Dutch-speaking staff and in French for their French-speaking staff.

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Discrimination in the workplace remains significant and can be encountered at any stage of the employment relationship: during the recruitment process, during the performance of an employment contract or at the end of that contract.

This phenomenon is widely documented and has enjoyed very specific legal attention in recent years. The federal and regional public authorities have encouraged all parties in that sector to increase their efforts to combat discrimination in the workplace, and to promote and develop the management of diversity. There are two federal public bodies with responsibility for ensuring and promoting equal opportunities and combating discrimination and inequality in every form: the Centre pour l’égalité des chances et la lutte contre le racisme [centre for equal opportunities and opposition to racism] (Unia) and the Institut pour l’égalité des femmes et des hommes [institute for the equality of women and men].

People with disabilities

Most workers with disabilities do not need any special help. However, where the measures for the entire population are inadequate for certain persons, there are bodies responsible for adapting public policies to integrate people with disabilities. These organisations offer help with finding employment or training courses, and provide financial assistance for the purchase of special equipment or make adjustments to foster independence with everyday tasks. They also authorise and subsidise services that welcome, accommodate, train, employ, advise and assist people with disabilities.

These bodies are as follows: in Wallonia, the Agence pour une vie de qualité [agency for a life of quality] – AViQ; in Flanders and for Dutch-speaking residents of Brussels, the Vlaamse Agentschap voor Personen met een Handicap [Flemish agency for people with disabilities]; for French-speaking residents of Brussels, the Service Phare (Brussels French-language service for people with disabilities). In the German-speaking Community, the competent service is the Dienststelle für Personen mit Behinderung [agency for people with disabilities].

In the Brussel Capital Region, Actiris works with a number of partners specialising in supporting specific groups, including people with disabilities Our partners | Actiris.

Pregnant women

Women are protected under the law both before and after giving birth. A pregnant woman cannot be made redundant after she has informed her employer of her pregnancy until 1 month after the end of her maternity leave. Pregnant women cannot perform dangerous work (the law sets out a list of such work) and, in certain cases, they cannot work at night.

Students

A student may enter into a student employment contract if they are:

• at least 15 years of age, provided they are no longer subject to the obligation to be in full-time education;
• 16 years old.

A student is a young person enrolled in a recognised course of secondary, higher or university education:

• full time;
• part-time, on condition that:
• they are not working under a part-time employment or trainee contract;
• they are not following an apprenticeship pathway under an industrial apprenticeship contract;
• they are not receiving transitional allowances (unemployment benefit);
• they are working as student workers only during the school holidays.

Foreign students from a country in the EEA or Switzerland have the same rights and obligations as Belgian students, even if they are not taking a course in Belgium.

Students can work up to 600 hours with reduced social security contributions.

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The self-employed undertake work, as either a primary or supplementary activity, without being subject to an employment contract or staff rules. Activities include trade (including itinerant trading), the liberal professions (lawyers, architects, pharmacists, doctors, etc.), the crafts industry, agriculture, livestock husbandry, etc. You must be at least 18 years of age (except in the crafts industry: the minimum age here is 16, where consent has been given by a parent or guardian).

You must take the following steps when establishing yourself as a self-employed person:

• open an instant-access deposit account for your business, separate from your personal account;
• register with an approved one-stop shop for companies. In order to be a self-employed worker in the commercial or crafts sector, you must be registered with the Crossroads Bank for Enterprises (CBE) [Banque-Carrefour des Entreprises]. This registration takes place with one of the authorised business one-stop shops. You will need to produce documents that show you are entitled to exercise your chosen profession: evidence of business skills, evidence of professional skills in the case of regulated professions, diplomas, licences, etc.;
• Value Added Tax (VAT) regulation: after registering with an authorised business one-stop shop, you should contact the relevant VAT supervising office to check whether you need to charge VAT for your business. Natural persons should contact the competent authority in the area where they are resident for tax purposes. Legal persons should contact the VAT authority in the area where they have their head office. The business one-stop shop can do this for you, for a fee.

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In Belgium, salaries are not fixed by law.

In most cases, they are fixed through collective labour agreements. Collective bargaining agreements are agreements concluded between trade unions and employers. They may be concluded for a particular company or for a particular sector of activity.

Each collective labour agreement sets basic rates, contains arrangements for index-linking of pay, any non-statutory benefits such as year-end bonus, lunch passes and premiums for working shifts, nights, weekends, etc. On the other hand, holiday pay is governed by specific legislation.

The employment contract shall mention the gross salary. Deductions are therefore still made from this amount in order to obtain the net salary, i.e. the amount you will actually receive.

The two main deductions are:

• social security contributions, which are paid to the Belgian national social security office (Office national de sécurité sociale, ONSS). They are used to fund replacement income (pensions, unemployment benefit, etc.) and supplementary payments (healthcare reimbursements, child benefit, etc.). They amount to 13.07% of the gross salary of employees in the private sector;
• and ‘pay as you earn,’ the tax deducted monthly from your pay. It is calculated on the gross taxable salary (i.e. the gross wage indicated in the employment contract from which social security contributions are deducted). It also varies according to family circumstances and other complex rules.

If no specific salary scale applies, workers are entitled to the guaranteed monthly minimum income (GMMI). The GMMI is the absolute lower limit for remuneration. This minimum amount is determined by an intersectoral collective bargaining agreement. The (gross) minimum wage for all workers aged at least 18 and in full-time work is EUR 2 070.48 (since July 2024). Workers under the age of 18 and students under the age of 21 receive a lower amount, depending on their age.

Workers may dispose of their salaries freely, and employers may not restrict this freedom in any way whatsoever. Salaries must be paid at least once a month for white-collar workers and twice a month for manual workers.

Salaries must be paid no later than 4 working days following the period concerned, except where a collective agreement or labour regulation sets a different deadline (the maximum is 7 working days).

The employer is obliged to provide the worker with a pay slip on each final payment of remuneration. The information that must appear on each pay statement is defined separately by each joint committee. In the absence of any provision, the particulars which must appear are those laid down by law:

• the name and address of the employer;
• the name and the initial of the first name of the worker;
• the employee’s registration number with the employer;
• the period to which the statement relates;
• the importance of the services (hours, days, months, number of rooms, etc.);
• basic remuneration, irrespective of the unit used to establish it (monthly, hourly, piece work, task, etc.);
• amounts due in cash:
  • for the work performed (5x6);
  • overtime payments;
  • for public holidays and compensatory rest days;
  • by virtue of legal and contractual obligations relating to the maintenance of remuneration during the suspension of performance of the contract;
  • such as bonuses, etc.
• benefits in kind;
• total gross remuneration with:
  • deductions for social security;
  • amounts not subject to social security deductions;
  • the taxable amount;
  • the amount of the professional withholding tax (tax law);
  • non-taxable amounts;
  • the net amount granted;
  • the amounts to be deducted (advances, benefits in kind, deviations provided for in the work regulations, transfer and seizure of remuneration, etc.), if necessary to be detailed in the annex;
  • the net amount to be paid in cash.

Remuneration should, in principle, be paid in Belgian legal tender currency (euros) and in scriptural or ‘book’ money (credit transfer, circular cheque, postal assignment, postal cheque account). However, if a sectoral collective labour agreement, an implicit sectoral agreement or a sectoral usage authorises the payment of remuneration by hand, remuneration may continue to be paid by hand in accordance with the terms and conditions set out in that agreement. It is always useful to check on the Federal public service for employment website whether a sectoral agreement authorising the payment of hand-to-hand remuneration is in force or, conversely, has been terminated.

Part of the remuneration may be paid in kind where this is common practice or desirable due to the nature of the industry or profession concerned. However, the employer cannot require the payment to be made in kind. This method of payment is authorised only subject to certain very specific conditions.

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In Belgium, working hours (the time during which the worker is at the disposal of the employer) must not exceed 8 hours per day and 38 hours per week (on average over the course of a year). In principle, it is forbidden to work more than the legal working hours, outside the applicable hours of work, on Sundays, on public holidays and at night.

Derogations with and without prior authorisation: it is possible to derogate from the principle of 8 hours per day and 38 hours per week. In some cases, exemptions are possible with prior authorisation and provided that the work does not exceed 11 hours per day and 50 hours per week. It is the employer’s responsibility to request this prior authorisation. Exemptions without prior authorisation are also possible. The maximum daily working hours can thus be extended to 9 hours where the total weekly number of hours is spread over a 5‑day week and there is provision for half a day, a day or more than a day of rest per week, not including a Sunday. In the case of work that cannot be interrupted, working hours may not exceed 12 hours per day. In most cases of force majeure, no maximum applies. If work arrangements include night work, a collective bargaining agreement must be concluded with the trade unions. In companies where there is no trade union delegation, these working arrangements may be introduced by means of a procedure for amending the work regulations, following consultation with the employees.

Flexible working hours should not be confused with flexible working time: the latter allows workers more freedom to choose when they begin and end their working day. Flexible working hours, on the other hand, are set by collective agreement or as part of the work arrangements. In the case of flexible working hours, normal working hours may be exceeded (but not more than 9 hours per day and 45 hours per week) and working hours other than normal working hours may be applied in the company. It is essential that employees are publicly informed of this, by posting 7 days in advance.

Compensatory leave and overtime: in most cases where working beyond the statutory working hours is authorised, either in the context of regular work arrangements or in the context of overtime, compensatory leave must be granted. Such leave must be granted in such a way that normal, average weekly working hours are respected over a given reference period. Overtime is paid at a minimum of 150% of the normal rate, or 200% in the case of work on Sundays or public holidays.

Sunday work: the law prohibits working on Sunday. Some activities may be performed on Sundays, however, for example when the normal work of the company does not allow these activities to be performed on another day of the week, in addition to work in certain establishments and companies (hotels and catering establishments, healthcare establishments and services). Workers who work on Sundays are entitled to compensatory leave during the 6 ensuing days.

Night work: it is prohibited to work between 20.00 and 18.00. However, there are exceptions. They apply to both male and female workers, provided that they are at least 18 years of age. Night work is permitted where the nature of the work warrants it. Thus, night work is permitted for instance in hotels, the entertainment sector, newspaper publishing, healthcare, preventive healthcare and hygiene establishments, pharmacies, agricultural work, craft bakeries (and patisseries), education and housing facilities, etc.

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Annual leave

In Belgium, full-time employees are usually entitled to 4 weeks’ leave per year. This leave gives entitlement to holiday pay.

However, the calculation of the number of days’ leave and holiday pay is different for blue-collar workers, white-collar workers, apprentices, workers in the arts and civil servants.

Special leave

Leave for exceptional circumstances a salaried worker in Belgium is entitled to take time off work and still receive the normal salary in the case of important family events, civil obligations or court appearances.

Leave for compelling reasons: you have the right to be absent from work for compelling reasons. Compelling reasons are deemed to be any unforeseeable events that require the urgent intervention of the worker, provided that the execution of the employment contract makes this possible. For example: a person living with you is involved in an accident or your home is damaged by fire, etc.

Such leave must not exceed 10 working days in a calendar year. This leave is unpaid, unless agreed otherwise between the employer and the employee.

Career break, time credit and thematic leave

Systems in place allow you to take a career break or reduce your working time:

• Career break in the public sector
• Time credit in the private sector
• Thematic leave (parental leave, palliative care and medical assistance) in all sectors.

During this period, you may, under certain circumstances, be entitled to a benefit.

10 national public holidays in Belgium:

1 January (New Year’s Day)

Easter Monday

1 May (Labour Day)

Ascension (6th Thursday after Easter)

Whit Monday (7th Monday after Easter)

21 July (National Day)

15 August (Assumption)

1 November (All Saints’ Day)

11 November (Armistice Day)

25 December (Christmas Day)

Federal public services are also closed on 2 November, 15 November (King’s Feast) and 26 December.

Educational leave

If you work in the private sector and wish to pursue a course of study, you may be entitled to paid educational leave. For example, you can follow a course of training during or outside working hours and continue to be paid by your employer.

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Either party may terminate an employment contract at any time, subject to certain specific conditions, in particular :

• Compliance with a notice period (a period during which the employment contract continues)
• Payment of termination indemnities

A dismissal is when the employer terminates the contract and a resignation is when the employee resigns.

Other cases of termination of the employment contract :

• upon expiry of the term for fixed-term contracts;
• upon completion of the work in respect of which the contract was concluded for specific work;
• by mutual agreement among the parties;
• on the death of one of the parties;
• in a situation of force majeure having a long-term impact.

For contracts entered into for an indefinite period, the parties may choose to give notice during which the employment contract continues to be performed (leave on notice) or to terminate it immediately, subject to payment of compensation for termination (immediate termination). In order to be valid, notice of leave must be given in writing and must state the beginning and duration of the notice period.

In order to determine the applicable notice period, it is important to distinguish between:

• The start date of the contract (before or from 01.01.2014);
• If the termination is initiated by the employer (redundancy) or the employee (resignation);
• If the worker is a manual or clerical worker.

Where the employer dismisses a worker, they must ensure compliance with the rules relating to the reasons for dismissal.

A fixed-term employment contract or a contract for clearly defined work must normally be performed until the agreed deadline. The party who terminates this type of contract without serious cause before the agreed deadline must pay compensation to the other party.

At the end of the employment relationship, the employer is required to issue to the worker various social documents and a certificate showing the start and end date of the contract and the nature of the work performed (form C4).

• Forms of termination common to all contracts
• Immediate termination for good cause: Either party may terminate the contract for good cause without notice or compensation. Any serious failing that makes all professional cooperation between the employer and employee immediately and definitively impossible is regarded as a good cause. The party invoking the compelling reason must prove its existence. A strict procedure must be followed, otherwise the termination will be null and void.
• Acts equivalent to termination: Certain acts performed by one of the parties may modify the working conditions to such an extent that it is equivalent to the immediate termination of the contract (e.g. unjustified absence for several days without having informed the employer).
• Limitation of the right of dismissal

In some cases and with respect to certain categories of workers, the law provides for limitations on the right to dismiss an employee.

• Pensions

There are three pension systems in Belgium:

• pensions for employees (general system);
• pensions for the self-employed;
• pensions for established civil servants.

These three specific pension schemes differ both in terms of contributions and pensions granted.

In principle, the statutory retirement age is set at 65 for all three employment models: employees, the self-employed and civil servants for a career spanning a 45‑year period. You can take early retirement under certain conditions, which vary depending on your professional situation. The legal retirement age will increase to 66 in 2025 and 67 in 2030.

Pensions are generally calculated by:

• the Institut national d’assurances sociales pour travailleurs indépendants [national institute for the social security of the self-employed] (INASTI) if you were self-employed;
• the Service fédéral des pensions [federal pensions service] (SFP) if you had a career in the civil service or as an employee.

The pensions of individuals who worked outside the European Union, Norway, Iceland, Liechtenstein and Switzerland and who paid contributions to the Sécurité Sociale d’Outre‑Mer [office for special social security systems] (ONSS) are paid by the latter.

Your pension amount is calculated on the basis of three parameters: work history, salary and family circumstances.

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Since 1831, the Belgian Constitution guarantees freedom of association, i.e. the right to create a trade union, to choose a trade union, to join, not to join or to leave a trade union. More than one worker in two is a member of a trade union in Belgium.

The three main trade union organisations in Belgium are as follows:

• FGTB – Fédération générale du travail de Belgique [general labour federation of Belgium]
• CGSLB – Centrale générale des syndicats libéraux de Belgique [general confederation of liberal trade unions of Belgium]
• CSC – Confédération des syndicats chrétiens [confederation of Christian trade unions]

The trade unions are divided into regional groups: Brussels, Wallonia and Flanders.  These regions are in turn subdivided into professional centres bringing together affiliates from the same professional sector.

Trade unions offer a whole host of services to their affiliated members.

• Payment of unemployment benefits

In addition to the CAPAC, the free public body responsible for paying unemployment benefit in Belgium, the unions provide the unemployed with the necessary information and documents, submit applications for benefit to the unemployment offices and ensure that unemployment benefit and other allowances are paid.

• The legal service for all questions relating to work, unemployment, disputes with employers or accidents in the workplace.
• Supporting unemployed persons in the framework of the monitoring of active job search
• Trade unions also offer a ‘young trade union’, which is aimed more specifically at young workers, students and apprentices.

Within a company, trade unions play a role in various consultation bodies such as the trade union delegation, the works council or the committee for prevention and protection at work.

At political and national level, they are part of the social partners called upon to negotiate collective labour agreements.

In order to have access to the various services of the trade unions, the worker pays a contribution. The price varies from trade union to trade union and takes account of a candidate’s personal circumstances.

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In Belgium, there are no legal provisions defining the term ‘strike’. A strike is a temporary cessation of work during which period the workers concerned have no intention of resigning. A strike is generally collective in nature. Lockouts are rather rare in Belgium.

At the time of conclusion of the convention collective de travail [collective labour convention[ (CCT), the contracting parties undertake, during the period of validity of that agreement, to comply with the provisions of the CCT and thereby guarantee peace in social terms. If a dispute should nevertheless arise, all possibilities of conciliation must first be exhausted before any action is taken.

Notice of such action, whether strike or lockout, must be given by registered letter addressed to the chairman of the joint committee or to the employer, or to the trade union organisations involved in the dispute in the case of a lockout. A notice period must be respected before the strike or lockout actually takes place. Both the method of notification and the deadline for notification are generally defined in a collective agreement in the rules of procedure of the joint committee.

Strikes or lockouts implemented without due process are generally not supported by representative employers’ organisations or trade unions.

A strike is a complete cessation of work. However, working slowly or deliberately impeding work without actually stopping activity (a ‘go‑slow’) does not constitute a real strike and may therefore be regarded as a misdemeanour that can result in disciplinary sanctions.

The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.