As of 1 August 2026, several important changes to Belgian employment law will come into effect. Most notably, the notice period during the first six months of an employment contract will be shortened, and the statutory minimum wage will increase.
Shorter notice period during the first six months
For employment contracts that start on or after 1 August 2026, a notice period of only one week will apply during the first six months of employment. This applies both when the employer dismisses the employee and when the employee resigns. The same one-week notice period also applies in the case of a counter-notice.
Until now, the notice period increased after the first three months of employment. Employees with between three and six months of service could face notice periods of up to five weeks. Nothing changes for employment contracts that were already in force before 1 August 2026.
Minimum wage increase
The Guaranteed Average Minimum Monthly Income (GGMMI) will also increase on 1 August 2026. The GGMMI will rise to € 2,233.61 gross per month.
This amount represents the legal minimum that employees must receive under employment contracts lasting one month or longer. Compliance is not assessed solely on the basis of the monthly salary. Other remuneration elements, such as a year-end bonus or a thirteenth-month payment, are also taken into account when determining whether the minimum wage requirement has been met.
Different rules apply to employees who generally work for less than a calendar month.
What does this mean for cross-border workers?
For cross-border workers employed in Belgium, the shorter notice period may provide greater flexibility when starting a new job. In addition, employees earning the minimum wage will benefit from the increase in the GGMMI, which may have a positive impact on their gross income and social security rights.