FTC regulated: Yes

Valid reasons for FTC use: no limitation on first FTC

Remarks

Art. 10 ECA
However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.

Maximum number of successive FTCs: 4

Remarks

Art. 10 bis (2) ECA

Maximum cumulative duration of successive FTCs: 36month(s)

Remarks

According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 months, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

Section I - Remplacement temporaire d'un travailleur dont le contrat de travail a pris fin

Article 7
Paragraph 1er
. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

Paragraph 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

Paragraph 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

Paragraph 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.

Maximum probationary (trial) period (in months):

Remarks

The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Obligation to provide reasons to the employee: Yes

Remarks

In previous years, there was no general obligation to motivate the dismissal. Only blue-collar workers were expressly protected against unfair dismissal by their employer on the basis of Art.63 ECA. White-collar workers could only invoke the theory of abuse of rights ("théorie de l'abus de droit") if they considered that they had been unfairly dismissed.

With effect from 1 April 2014 -- the date of entry into force of Collective labour agreement No. 109 -- any dismissed worker belonging to the private sector, whether a blue-collar worker or a white-collar worker, has the right to be informed by his employer about the concrete reasons that led to his/her dismissal. However, the Collective labour agreement No. 109 does not apply to dismissals that take place during the first 6 months of employment (Art. 2(2)).

The theory of abuse of rights may still be invoked by both private and public sector workers when they feel they have been wronged as to the reason of their dismissal.

For further information:
Collective Labour Agreement No 109, 18 February 2014, on the motivation of dismissal.
http://www.cnt-nar.be/CCT-COORD/cct-109.pdf

See also:
http://www.emploi.belgique.be/defaultTab.aspx?id=42146

Valid grounds (justified dismissal): none, none

Remarks

The Law does not provide explicitly for the need to provide valid grounds to justify dismissals.

However, the national 2014 Collective labour agreement No. 109 provides that a dismissal of a worker on a contract of employment of indefinite duration would be "manifestly unreasonable" if it is based on reasons that are not at all connected to the capacity or conduct of the worker, or to the operational requirements of the undertaking --and that would have not been decided by an employer "normal and reasonable" (Art. 8).

The 2014 Collective agreement (Art. 3-7) provides that a worker can request to receive a notice on the reasons for his or her dismissal from the employer within 2 months after the dismissal took place. The employer then must respond within 2 months. (This rule does not apply to collective dismissals.)

Prohibited grounds: marital status, pregnancy, maternity leave, temporary work injury or illness, race, colour, sex, sexual orientation, religion, political opinion, social origin, nationality/national origin, age, trade union membership and activities, disability, financial status, language, whistle blowing, birth, state of health, genetic information, ethnic origin

Remarks

Three national laws constitute the legal framework for the fight against discrimination in the area of employment and occupation, including termination:

- Loi générale du 10 mai 2007 tendant à lutter contre certaines formes de discrimination ;
- Loi du 10 mai 2007 tendant à lutter contre les discriminations entre les hommes et les femmes;
- Loi du 30 juillet 1981 tendant à réprimer certains actes inspirés par le racisme et la xénophobie.

Workers enjoying special protection: workers' representatives, pregnant women and/or women on maternity leave, workers holding an elected position or discharging a public function

Remarks

* Pregnant women: prohibition of dismissal (art. 40 LA).
* Workers' representatives: see Act of 19 March 1991 establishing specific dismissal rules and procedures for workers' representatives on works councils and health, safety and working conditions committees.

* Prevention advisers
The law also provides for special procedures concerning termination of employment of "Prevention advisers" ("conseillers en prévention") in charge of prevention and protection at work. See: Act of 20 December 2002 on the protection of prevention advisers ("Loi du 20 décembre 2002 portant protection des conseillers en prévention")

*Other categories of workers who benefit from special protection against termination of employment, see list:
http://www.emploi.belgique.be/defaultTab.aspx?id=42149

- protection en faveur du père qui fait usage de son congé de paternité
- protection en faveur du parent adoptif
- protection en faveur du médecin du travail
- protection en faveur de certains mandataires politiques
- protection en faveur du travailleur qui a obtenu un crédit-temps
- protection en faveur du travailleur qui a obtenu une interruption de carrière
- protection en faveur du travailleur qui a obtenu un congé éducation-payé
- protection en faveur du travailleur ayant formulé certaines observations au sujet de modifications apportées au règlement de travail
- protection en faveur du travailleur qui a déposé une plainte dans le cadre de la réglementation en matière d’égalité de traitement entre hommes et femmes; la réglementation relative à la violence ou le harcèlement moral ou sexuel au travail; la réglementation en matière de racisme et de xénophobie; la réglementation ayant trait à certaines formes de discrimination.

Notification to the worker to be dismissed: written

Remarks

Art. 37 (1) and 37 (2) para. 1 ECA

Notice period:

Remarks

Art. 37/2 § 1 ECA:
- 2 weeks in case of a tenure of less than 3 months
- 4 weeks in case of a tenure between 3 and less than 6 months
- 6 weeks in case of a tenure between 6 and less than 9 months
- 7 weeks in case of a tenure between 9 and less than 12 months
- 8 weeks in case of a tenure between 12 and less than 15 months
- 9 weeks in case of a tenure between 15 and less than 18 months
- 10 weeks in case of a tenure between 18 and less than 21 months
- 11 weeks in case of a tenure between 21 and less than 24 months
- 12 weeks in case of a tenure between 2 and less than 3 years
- 13 weeks in case of a tenure between 3 and less than 4 years
- 15 weeks in case of a tenure between 4 and less than 5 years

- Starting from 5 years of tenure, the notice period is increased by 3 weeks upon commencement of every additional year;
- Starting from 20 years of tenure, the notice period is increased by 2 weeks upon commencement of every additional year;
- Starting from 21 years of tenure, the notice period is increased by 1 week upon commencement of every additional year.


Art. 37 (2), para. 3.: The worker, the contract of whom was terminated by the employer with a notice period, may if he/she has has found another job, terminate the employment contract with reduced notice.

tenure ≥ 6 months:

  • All: 4 week(s).

tenure ≥ 9 months:

  • All: 7 week(s).

tenure ≥ 2 years:

  • All: 12 week(s).

tenure ≥ 4 years:

  • All: 15 week(s).

tenure ≥ 5 years:

  • All: 18 week(s).

tenure ≥ 10 years:

  • All: 33 week(s).

tenure ≥ 20 years:

  • All: 59 week(s).

Pay in lieu of notice: Yes

Remarks

Permanent contracts:
Art. 39 (1) ECA
Section 1. Si le contrat a été conclu pour une durée indéterminée, la partie qui résilie le contrat sans motif grave ou sans respecter le délai de préavis (...) est tenue de payer à l'autre partie une indemnité égale à la rémunération en cours correspondant soit à la durée du délai de préavis, soit à la partie de ce délai restant à courir.

Art. 39ter. [1 Par secteur d'activité,(...) une convention collective de travail doit, au plus tard le 1er janvier 2019, prévoir qu'un travailleur dont le contrat de travail est rompu par l'employeur moyennant un préavis (...) d'au moins 30 semaines (...) a droit à un ensemble de mesures (...).

Fixed-term contracts:
Art. 40.1 Paragraph 1er. Si le contrat a été conclu pour une durée déterminée ou pour un travail nettement défini, la partie qui résilie le contrat avant terme et sans motif grave est tenue de payer à l'autre une indemnité égale au montant de la rémunération qui restait à échoir jusqu'à ce terme, sans que ce montant puisse toutefois excéder le double de la rémunération correspondant à la durée du délai de préavis qui aurait dû être respecté si le contrat avait été conclu sans terme.
Paragraph 2. Par dérogation au paragraphe 1er, lorsque le contrat est conclu pour une durée déterminée ou pour un travail nettement défini, chacune des parties peut résilier le contrat avant terme et sans motif grave durant la première moitié de la durée convenue et sans que la période durant laquelle un préavis est possible ne dépasse six mois, et ce moyennant le respect des délais de préavis prévus à l'article 37/2.

Notification to the public administration: No

Notification to workers' representatives: No

Remarks

Except for protected workers.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Definition of collective dismissal (number of employees concerned): Over a period of 60 days, at least:
1) 10 workers in undertakings with 20-99 workers;
2) 10% workers in undertakings with 100 - 300 workers;
3) 30 workers in undertakings with at least 300 workers.

Remarks

Art. 1, ROCD and 62 (5) APE.

Prior consultations with trade unions (workers' representatives): Yes

Remarks

Art. 6 and 8 ROCD and 66 (1) APE.
See also: Collective Labour Agreement N° 24.

Notification to the public administration: Yes

Remarks

Art. 6 and 7 RO 1976 and and 66 (2) APE.

Notification to workers' representatives: Yes

Remarks

Art. 6 RO 1976 and 66 (1) APE.
See also: Collective Labour Agreement N° 24.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Remarks

No criteria listed in the legislation nor in Collective Labour Agreements.
Art. 6 Collective Agreement N° 24 only states that criteria defined by the employer should be one of the elements to be communicated to the trade union representatives for consultation.

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks

Art. 6 Collective Labour Agreement No 24 provides for consultation with the trade union representatives on social measures. However, no formal adoption of a social plan is required.

The promotion of Employment Act of 13 February 1998 clarifies the obligation of employers to consult with workers' representatives and places an obligation on employers to analyze and formally respond to any proposals from workers' representatives.

Priority rules for re-employment: No

tenure ≥ 6 months: 0 month(s)

tenure ≥ 9 months: 0 month(s)

tenure ≥ 1 year: 0 month(s)

tenure ≥ 4 years: 0 month(s)

tenure ≥ 5 years: 0 month(s)

tenure ≥ 10 years: 0 month(s)

tenure ≥ 20 years: 0 month(s)

Redundancy payment:

tenure ≥ 6 months: 0 month(s)

tenure ≥ 9 months: 0 month(s)

tenure ≥ 1 year: 0 month(s)

tenure ≥ 2 years: 0 month(s)

tenure ≥ 4 years: 0 month(s)

tenure ≥ 5 years: 0 month(s)

tenure ≥ 10 years: 0 month(s)

tenure ≥ 20 years: 0 month(s)

Notes / Remarks

Notes

1) Individual dismissals (including for economic reasons): no statutory severance pay.
2) Collective dismissal: redundancy payment established by a national collective agreement (N°10 of 1973).

Compensation for unfair dismissal - free determination by court: No

Compensation for unfair dismissal - Are there legal limits?: Yes

Compensation for unfair dismissal - Legal limits (ceiling in months or calculation method): In case of "manifestly unreasonable" termination of employment, the employer shall grant a compensation to the worker of minimum 3 weeks and maximum 17 weeks of remuneration (Art. 9 of the national 2014 Collective labour agreement No. 109).

In addition, the worker might request another specific compensation in case the employer does not motivate the reasons for the dismissal.

Remarks

ECA Art. 39.Paragraph 1er: Si le contrat a été conclu pour une durée indéterminée, la partie qui résilie le contrat sans motif grave ou sans respecter le délai de préavis fixé au articles [1 37/2, 37/5, 37/6 et 37/11]1, est tenue de payer à l'autre partie une indemnité égale à la rémunération en cours correspondant soit à la durée du délai de préavis, soit à la partie de ce délai restant à courir. L'indemnité est toutefois toujours égale au montant de la rémunération en cours correspondant à la durée du délai de préavis, lorsque le congé est donné par l'employeur et en méconnaissance des dispositions [2 ...]2 de l'article 40 de la loi sur le travail du 16 mars 1971.
L'indemnité de congé comprend non seulement la rémunération en cours, mais aussi les avantages acquis en vertu du contrat. (...)

Reinstatement available: No

Remarks

Except for workers' representatives on works councils and health, safety and working conditions committees.

Preliminary mandatory conciliation: No

Competent court(s) / tribunal(s): labour court

Remarks

Art. 578 of the Judiciary Code

Existing arbitration: No

Burden of Proof: worker

Remarks

In principle the worker has the burden of proof on the basis of the rule that who claims something has to prove it.
However, in certain circumstances, the burden of proof is somehow reversed:
- If the employer has not correctly informed the dismissed worker about the concrete reasons that led to his/her dismissal (art. 5 en 6 Collective Labour Agreement (CLA) No. 109), the employer has to prove the worker was dismissed for fair reasons;
- If the worker enjoys special protection against dismissal, the employer will have to prove that the reasons for the dismissal are strange to the reason for the special protection.