Trial period and notice period in Belgium

Abolished since 1 January 2014

For contracts concluded from 1 January 2014, you and your employer can no longer agree a trial period. If your contract still contains a trial clause, that clause is void. The rule comes from article 71 of the law of 26 December 2013 on the single status.

Sources: FOD Werkgelegenheid, de proefperiode (checked on 23 October 2026); Wet van 26 december 2013 betreffende de invoering van een eenheidsstatuut tussen arbeiders en bedienden (Justel) (checked on 23 October 2026)

Agency work and student jobs

As a student your first three actual working days count as a trial: you and your employer can then stop without notice or compensation. If you work on successive student contracts in the same role, no new trial is allowed.

For agency and temporary work the first three working days are in principle a trial too. The parties may agree there is none, or that it is shorter or longer, as long as that length fits the expected duration of the assignment and the nature of the work.

Source: FOD Werkgelegenheid, de proefperiode (checked on 23 October 2026)

Since 1 August 2026: a short term in the first months

For contracts starting from 1 August 2026, the notice period during the first 6 months is 1 week, whoever gives notice. Securex points out that this does not formally bring back the trial period, although the explanatory memorandum does see those months as a kind of trial.

What counts is the day you actually start working, not the day you sign. Someone who signed in June and started in mid August therefore falls under the new rule.

Sources: Securex Lex4You, kortere opzegtermijnen in de eerste 6 maanden (29 juli 2026, wet van 3 juni 2026) (checked on 23 October 2026); FOD Werkgelegenheid, opzeggingstermijnen bij ontslag door de werknemer (checked on 23 October 2026); FOD Werkgelegenheid, opzeggingstermijnen bij ontslag door de werkgever (contract vanaf 1 januari 2014) (checked on 23 October 2026)