Belgium’s job market, supported by its strong economy and central role in Western Europe, is attractive for global companies looking to hire talent. From finance and logistics to technology and pharmaceuticals, Belgium offers a wide range of opportunities. However, entering the Belgian market requires strict adherence to labor law compliance.
One of the most important aspects of compliance is the leave policy in Belgium, which ensures fair working conditions, promotes employee well-being, and establishes equal treatment across workplaces. These rules are influenced by both national legislation and collective labor agreements, and reflect Belgium’s commitment to work-life balance in line with European Union (EU) standards.
This guide provides global employers, HR managers, and employees with a detailed understanding of leave entitlements in Belgium, including annual leave, parental leave, maternity and paternity benefits, sick leave, public holidays, and special leave types.
Table of Contents
- Adoption Leave in Belgium
- Earned Leave (Annual Leave) in Belgium
- Maternity Leave in Belgium
- Parental Leave in Belgium
- Paternity Leave in Belgium
- Public Holidays in Belgium
- Sick Leave Policy in Belgium
- Casual Leave in Belgium
- Unpaid Leave in Belgium
- Other Special Leave Types in Belgium
- Digital Leave Management in Belgium with Asanify AI
- FAQs on Leave Policy in Belgium
Adoption Leave in Belgium
Adoption leave in Belgium is designed to support adoptive parents by providing them time to bond with their child and adjust to family responsibilities. It is regulated under Article 30ter of the Act of 3 July 1978 on Employment Contracts.
- Duration: Each adoptive parent is entitled to six weeks of leave. This leave is not transferable between parents, ensuring both have equal rights.
- Special cases: If the adopted child has a disability of at least 66% or falls under specific social or medical conditions, adoption leave may be extended.
- Multiple adoptions: When adopting more than one child simultaneously, parents can receive extra weeks of leave.
Employers are obligated to grant this leave without discrimination. Employees must provide the necessary legal adoption documents and notify their employers in advance. This ensures administrative processes such as payroll adjustments and reimbursements from insurance funds are handled correctly.
Earned Leave (Annual Leave) in Belgium
Annual leave entitlements in Belgium are strongly linked to previous work experience within the holiday year (the year before the leave is taken).
- Employees are entitled to at least 24 calendar days (four weeks) of paid leave annually.
- Non-working days, such as weekends, may count toward these leave days depending on the work schedule.
- Part-time employees earn leave on a pro-rata basis.
- Employees entering the workforce for the first time, or returning after unemployment, can still receive additional “youth holidays” or “seniority holidays” to ensure they enjoy up to four weeks of rest.
- Collective labor agreements or Royal Decrees can increase leave entitlements beyond the legal minimum.
For employers, accurate payroll processing is critical to reflect correct leave pay calculations. Non-compliance may result in fines and disputes.
Suggested Read: EOR Belgium: Ultimate Guide on Employer of Record 2025
Maternity Leave in Belgium
Maternity leave regulations in Belgium are designed to safeguard maternal health and ensure financial stability during and after childbirth.
| Feature | Details |
| Maternity Leave | 15 weeks (extended to 17–19 weeks for multiple births) |
| Prenatal Leave | 6 weeks before the expected due date (8 weeks for twins), with at least 1 week mandatory |
| Postnatal Leave | 9 weeks minimum, extended by unused prenatal leave |
| Notice Requirement | Employee must notify employer 7 weeks before due date (9 weeks for twins), supported by a medical certificate |
| Financial Assistance | Paid by the employee’s health insurance fund, ensuring income replacement during leave |
This structure ensures mothers can prepare before childbirth and recover afterwards without losing financial stability. Employers must maintain the employee’s job security and process insurance-related documentation on time.
Parental Leave in Belgium
Parental leave in Belgium is highly flexible and encourages both parents to participate in childcare. Employees can choose from different working arrangements to balance professional and personal life.
| Type of Parental Leave | Duration | Details |
| Full-time leave | 4 months | Taken as individual months |
| Half-time leave | 8 months | Divided into parts if needed |
| 1/5th reduction | 20 months | Working 4 days per week |
| 1/10th reduction | 40 months | Working 9 out of 10 days, subject to employer approval |
Employees may switch between formats, and adoptive parents are also eligible. During parental leave, employees receive allowances funded by the National Employment Office (ONEM/RVA). Employers must approve scheduling while ensuring minimal disruption to business operations.
Paternity Leave in Belgium
Paternity leave, also called co-parent leave, ensures fathers or partners can support the family after childbirth.
| Feature | Details |
| Leave Duration | 20 days (previously 15 days before 2023), to be taken within 4 months of the birth |
| Payment | First 3 days paid by the employer, remaining days covered by the employee’s insurance fund |
Employers must allow flexibility in scheduling these days. Employees typically take the leave in segments to balance caregiving and workplace responsibilities.
Public Holidays in Belgium
Belgium has 10 statutory public holidays, which apply nationwide.
| Holiday | Date |
| New Year | 1 January |
| Easter Monday | Movable |
| Labor Day | 1 May |
| Ascension | Movable |
| Whit Monday | Movable |
| National Day | 21 July |
| Assumption | 15 August |
| All Saints’ Day | 1 November |
| Armistice Day | 11 November |
| Christmas | 25 December |
If a public holiday falls on a Sunday or a typical non-working day (such as Saturday), it must be replaced by a substitute rest day, which is scheduled on a normal working day. Employers are responsible for communicating substitute days in advance and reflecting them in payroll systems.
Sick Leave Policy in Belgium
Belgium’s sick leave policy distinguishes between white-collar and blue-collar workers.
| Category | Entitlement |
|---|---|
| White-collar workers | Full pay for the first 30 days of illness |
| Blue-collar workers – Week 1 | Full pay |
| Blue-collar workers – Week 2 | 85.88% of pay |
| Blue-collar workers – Weeks 3–4 | Partial pay |
After the first month, financial responsibility shifts to the employee’s health insurance fund. Employers must ensure correct payroll deductions and medical certificate validation.
Casual Leave in Belgium
Casual leave in Belgium is not a statutory entitlement but may be granted in exceptional cases. Employees may request leave for:
- Family responsibilities
- Educational commitments
- Personal emergencies
Employers retain discretion to approve or deny casual leave requests, balancing employee welfare with operational requirements.
Unpaid Leave in Belgium
Unpaid leave is available under specific conditions:
- Up to 10 unpaid days per year for urgent, unforeseen events.
- Extended unpaid leave or reduced working time can be requested to care for:
- A child under 8 years
- A disabled child under 21 years
- A critically ill family member
- A person with an incurable illness
- A child under 8 years
Employers must handle these requests sensitively, ensuring fairness and compliance with collective agreements.
Other Special Leave Types in Belgium
Belgium also provides several other leave entitlements, reflecting its emphasis on social responsibility:
- Palliative leave: Full-time or part-time workers can take one month per patient needing end-of-life care, extendable twice.
- Caregiver leave: Up to three months full-time or six months part-time per dependent, allowing employees to provide care for family members.
- Paid educational leave: Employees can attend approved training courses while continuing to receive pay.
- Political leave: Employees holding political office (such as local councils) may take leave to perform official duties.
Suggested Read: Understanding Labour Laws in Belgium: 2025 Guide
Digital Leave Management in Belgium with Asanify AI
Managing leave in Belgium manually can quickly become overwhelming due to the complex labor laws, multiple leave categories, and region-specific compliance requirements. Errors in payroll or miscalculations of leave balances not only cause employee dissatisfaction but also expose companies to legal risks. This is where Asanify AI transforms the process with automation designed for global and Belgian workforces.
Here’s how Asanify simplifies leave management in Belgium:
- Real-time visibility of employee leave balances, ensuring clarity for both managers and staff.
- Slack and mobile-based approvals, removing the delays of traditional email workflows.
- Integrated payroll processing to handle Belgian-specific rules on paid leave, sick pay, and holiday substitutions accurately.
- Audit-ready reports that align with Belgian labor laws and collective bargaining agreements, reducing compliance risks.
- Policy automation for complex Belgian leave categories such as parental leave, paternity leave, and public holiday substitutions, eliminating guesswork.
With Asanify, employers hiring in Belgium can remain compliant with strict regulations while offering employees a seamless, transparent experience. This is particularly valuable for global startups and SMEs entering the Belgian market, as it combines compliance with employee satisfaction—without manual effort.
FAQs
Employees are entitled to a minimum of 24 calendar days (four weeks) of paid annual leave, based on work completed in the previous year.
Yes. Any unused prenatal leave is automatically transferred to the postnatal period, extending the recovery and care time.
When a public holiday falls on a Sunday or usual rest day, it must be replaced by a substitute rest day on a normal working day.
Yes. Employees receive allowances from the National Employment Office (ONEM/RVA) while on parental leave.
White-collar workers get 30 days of full pay, while blue-collar workers receive full pay for the first week, then reduced pay.
Employers may refuse unpaid leave for business reasons, but must approve requests linked to caregiving rights under labor law.
Yes. Adoptive parents are entitled to adoption leave and can also access parental leave benefits.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
