Employment Contract Act [ECA], 3 July 1978, as last amended in October 2009
(Loi relative aux contrats de travail - available in French, Dutch and German )
Date:27 Oct 2007;
voir le site internet »
(voir dans NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in May 2009
(Loi sur le travail - available in French, Dutch and German)
Date:6 Jun 2010;
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(voir dans NATLEX »)
Royal Order on Collective Dismissals [ROCD], 24 May 1976, as subsequently amended in March 1998
(Arrêté royal sur les licenciements collectifs)
Date:30 Mar 1998;
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(voir dans NATLEX »)
Act on Promotion of Employment [APE], 13 February 1998 as last amended in May 2007
(Loi portant des dispositions en faveur de l'emploi - available in French, Dutch and German)
Date:10 May 2007;
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(voir dans NATLEX »)
Taille des entreprises exclues (≤): 20
Restriction only applicable to collective dismissals: see definition of collective dismissal: art. 1, Royal Order 1976.
However, the rules on individual dismissal apply to all enterprises.
Catégories de travailleurs exclues: travailleurs portuaires, fonctionnaires, police, armée, gens de mer, enseignants
Not expressly excluded in the legislation. However, their employment relationship is governed by specific regulations.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation pour le premier CDD
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.
Nombre maximum de CDD successifs: 4
Art. 10 bis (2) ECA
Durée cumulée maximum de CDD successifs: 36mois
% de travailleurs sous CDD: 8
Eurostat, first trimester 2010.
The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
Eurostat data are based on the following definition:
"A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
Durée maximale de la période d'essai (en mois): 12 mois
The ECA distinguishes between:
*Blue-collars: min. 7 days and max. 14 days : art. 48 (1) ECA
*White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 36.355 EUR or 12 months when the yearly wages exceed 36.355 EUR (as of 1st January 2010): art. 67 ECA.
Obligation d'informer le travailleur des raisons du licenciement Non Motifs autorisés (licenciement justifié): aucun
According to sec. 37 ECA, either party can terminate a contract concluded for an unspecified period, provided that notice requirements are complied with.
This does not result in a total freedom to terminate the contract: it must be understood in light of the existence of prohibited grounds and specific grounds required for dismissing blue-collars.
While the employer is not obliged to give reasons for dismissal (except for just cause or in the case of certain protected workers), he or she cannot act in an arbitrary manner. In the event of a contested termination of employment, the burden is on the employer to prove that the termination is not unfair and it is up to the judge to render a decision.
Pursuant to art. 63 ECA will be considered unfair ('abusif') the dismissal of a blue-collar worker who has been engaged for an unspecified period if the reasons for the dismissal are unrelated to his or her skills or conduct or are not based on the operational requirements of the undertaking, establishment or service.
The applicable statutes do not define the concept of unfair dismissal with respect to white-collar workers. According to case law, dismissal is unfair if it is done in a malicious manner, with the intention of causing harm to the employee, or is effected in such a rash manner that it leaves no doubt as to the existence of bad faith.
In addition, 3 anti-discrimination Acts dated 10.05.2007, prohibit discrimination with respect to employment, including termination:
1) Sexual anti-discrimination Act (sex, pregnancy): art. 3 and 4
2) Racial anti-discrimination Act (race, colour, nationality): art. 3
3) Act concerning certain forms of discrimination (i.e.: age, sexual orientation, religion, social origin...): art. 3.
* 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.
Forme de la notification du licenciement au travailleur: écrite
Art. 37 (1) ECA
Délai de préavis:
* Blue-collars:
Statutory notice period: art. 59 ECA
- 28 days (0.9 month) for less than 20 years of service.
- Notice period is multiplied by 2 from 20 years of service.
Collective Agreement No. 75 of 1999 (approved by royal order and applicable in the absence of derogatory notice period established by royal order or specific collective agreement): art. 2:
- less than 6 months of service: 28 days;
- between 6 months and less than 5 years: 35 days;
- between 5 years and less than 10 years: 42 days;
- between 10 years and less than 15 years: 56 days;
- between 15 years and less than 20 years: 84 days;
- over 20 years: 112 days.
* White-collars:
Statutory notice period: art. 82 ECA
Applicable when yearly wages do not exceed 30327 EUR (as of 01.01.2010):
- less than 5 years of service: 3 months;
- 3 month-rise every 5 years of service.
Therefore, for those white-collar workers, the notice period to be given by the employer varies according to the length of service, as follows:
- from 0 to less than 5 years: 3 months
- from 5 to less than 10 years: 6 months
- from 10 to less than 15: 9 months
- from 15 to less than 20: 12 months
- from 20 to less than 25: 15 months
- from 25 to less than 30: 18 months.
When yearly wages exceed 30327 EUR (as of 01.01.2010), the notice period is to be agreed upon by the employer and the employee at the time of termination, or failing an agreement, by the Court. However, the notice period should not be less than the above-mentioned statutory period.
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 39 (1) ECA
Payment in lieu of notice cannot however exceed 3 months' pay for blue-collars and 6 months' pay for white-collars.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Except for protected workers.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés):
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.
Art. 1, ROCD and 62 (5) APE.
Consultation préalable des syndicats (représentants des travailleurs): Oui
Art. 6 ROCD and 66 (1) APE.
See also: Collective Labour Agreement N° 24.
Notification à l'administration publique: Oui
Art. 7 RO 1976 and and 66 (2) APE.
Notification aux représentants des travailleurs: Oui
Art. 6 RO 1976 and 66 (1) APE.
See also: Collective Labour Agreement N° 24.
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
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.
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Oui
No statutory provision.
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.
Règles de priorité de réembauche: Non
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 4 ans: 0 mois
ancienneté ≥ 5 ans: 0 mois
ancienneté ≥ 10 ans: 0 mois
ancienneté ≥ 20 ans: 0 mois
Indemnité de licenciement pour motif économique:
ancienneté ≥ 6 mois: 0 mois
ancienneté ≥ 9 mois: 0 mois
ancienneté ≥ 1 an: 0 mois
ancienneté ≥ 2 ans: 0 mois
ancienneté ≥ 4 ans: 0 mois
ancienneté ≥ 5 ans: 0 mois
ancienneté ≥ 10 ans: 0 mois
ancienneté ≥ 20 ans: 0 mois
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 pour licenciement injustifié - montant librement déterminé par la cour: Non
Except for white-collars (no statutory limitation).
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie):
Blue-collars: max. 6 months' wages
White-collars: free determination by the judges
Blue-collars: art. 63 ECA
Possibilité de réintégration dans l'emploi: Non
Except for workers' representatives on works councils and health, safety and working conditions committees.
Conciliation préalable obligatoire: Non
Courts ou tribunaux compétents: tribunal du travail
Art. 578 of the Judiciary Code
Règlement des litiges individuels par arbitrage: Non