On 21 July 2025, the De Wever federal government reached a political agreement on a broad package of reforms under the name the Summer Agreement. Although the measures have not yet been approved by Parliament—and therefore are not yet law—the agreement outlines the framework for a reform project with major implications for employers, employees, long-term sick individuals, pensioners, and job seekers.

1. Work must pay off

To increase Belgium’s employment rate to 80% by 2029 (currently 72.1%), the government is introducing tax and social measures designed to widen the gap between working and not working:

• Increase in net wages, especially for low and middle incomes: the tax-free allowance will rise to €15,300, the work bonus will be enhanced, and the special social security contribution (BBSZ) will be reformed, with additional benefits for single persons.
• Pensioners who continue working will be taxed at a flat rate of 33%.
• A new benefit standard will prevent social benefits from increasing faster than wages. Only vulnerable groups (such as the sick, people with disabilities, or the incapacitated) will qualify for targeted increases.
• Cap on social assistance: benefits will be income-based and shared through a central household register.

2. Unemployment reform

Unemployment benefits will be transformed into a temporary insurance system, dependent on years of actual work:

• Maximum duration: 2 years.
• Entitlement based on work history (e.g. 1 year worked in the past 3 years = 1 year of benefits, supplemented with extra months).
• Stronger degressivity: benefits will decrease more quickly over time.
• Exceptions: people over 55 with at least 30 years of work history retain the right to long-term unemployment support.
• Long-term temporary unemployed (>) will automatically be registered as job seekers with VDAB, Actiris, or Forem.

3. Reintegration of the long-term sick

The reform of the sickness policy is one of the most impactful elements of the Summer Agreement:

• Employers with long-term sick employees (aged 18–54) must pay 30% of the benefit unless they have an active reintegration policy.
• Mandatory action after 1 month of absence: occupational physicians will gain faster access to medical status via the TRIO platform and must act within the first month.
• Reintegration trajectory becomes mandatory after 8 weeks of absence, for employees with remaining work capacity.
• Sanctions for non-compliance, both for employees (benefit reduction, suspension) and employers.
• Waiting period for medical force majeure reduced from 9 to 6 months, allowing for quicker replacement in case of incapacity.

(!) Employers will need to structurally revise their wellbeing policy, work regulations, and sickness management.

4. Labour law reforms: flexibility with new rules

The Summer Agreement aims to make the labour market more flexible, with more room for customised solutions:

• Trial periods reinstated: during the first 6 months, notice is 1 week.
• Customised working hours: annualisation of working time becomes legally possible—with agreement and without loss of purchasing power.
• Voluntary overtime: up to 360 hours per year (450 in hospitality), with 240 hours tax- and social security-exempt.
• Night rate and closing days abolished: only work between midnight and 5 a.m. still counts as night work in e-commerce and logistics.
• Flexi-jobs expanded to more sectors, up to €18,000 per year, with enhanced oversight to prevent abuse.
• Severance pay capped at 52 weeks for new contracts starting from 2026.

5. Modernisation of social protection and productivity

• Pension rights linked to actual years worked, with faster accrual for longer careers.
• Family credit to replace fragmented leave schemes—available to all statuses (employee, self-employed, civil servant).
• Parental leave reformed, including the option for grandparents to take leave.
  
  
• Part-time work made more flexible, but abuse of successive day contracts will be tackled.
• Wage formation: automatic indexation remains, but reform of the wage norm law is in preparation.

6. Social fraud, false self-employment and dumping: stricter enforcement

The government is stepping up efforts against social fraud, undeclared work, and misuse of secondment:

• Heavier penalties for fraud, higher fines, and loss of social security discounts.
• Improved data exchange between inspection services and international cooperation.
• Mandatory registration of seasonal workers and stricter control of residency and family status in benefit systems.

These announced reforms are far-reaching. We will make sure you are prepared for what’s coming.
Feel free to contact us for a non-binding introductory consultation.