Strengthening the Belgian labour market: what do the new government measures mean for your HR agenda?

Increasing the incentive to work

A central objective of the government is to make work more attractive compared to non-work, thereby bringing more people into employment. For people who are not working, this translates into stricter eligibility criteria and a limitation of certain benefits in time. For workers, the government aims to raise net income through tax reform while ensuring costs remain manageable for employers. In this context, the recent approval of an additional EUR 2 that may be granted in meal vouchers is an illustrative step. At the same time, remuneration packages are expected to shift toward higher gross pay, rather than through benefits in kind (which should not exceed 20% of the salary), and alternative remuneration systems. Combined with the forthcoming wage transparency obligations - which will highlight internal inconsistencies – employers will need to thoroughly revisit their remuneration strategy. An attractive salary package remains a key differentiator in the competition for talent.

Reintegration of long-term sick employees

The government is also actively committed to a faster and more sustainable return of long-term sick people to the workplace, by strengthening cooperation between all stakeholders – employers, employees, health insurance funds, doctors and employment services. Financial sanctions may be applied when reintegration efforts are lacking. For employers, this makes an integrated absenteeism policy essential, with measures to prevent illness-related absenteeism (healthy working conditions, work-life balance, job satisfaction), as well as clear, unambiguous procedures for managing sickness. In cases of long-term absence, active follow-up and guidance aimed at a quick return to work should be central. In that context, the reintegration process will be reworked to allow earlier initiation. Through the legally required collective reintegration policy, companies must report on the support provided to individual employees, including adapted work, workstation adjustments, and progressive return-to-work arrangements. Recent and upcoming legislative changes further underline the importance of a compliant, up-to-date absenteeism policy.

Encouraging longer, sustainable careers

With an ageing population and increasing pressure on social security systems, extending working lives is unavoidable. Pension reforms will financially discourage early exit from the labour market by tightening the career conditions for early retirement and phasing out unemployment with company supplement (except for medical RCC/SWT ).  Rules on end-of-career jobs will also change, reducing the scope for older employees to reduce their working hours. For HR, this means reinforcing sustainable employability, with a focus on physical and mental well-being. Employers will need to invest more heavily in lifelong learning, career guidance, and flexible adjustments to workload and working hours. Creating a culture in which older employees feel valued and motivated to continue contributing actively is crucial. Now is therefore the right time to update your employment plan for older workers, your training plan and your end-of-career measures.

Conclusion

The new government measures require employers to proactively and strategically re-evaluate their HR policies. A compliant and attractive remuneration framework should motivate people to enter and remain in work. By complementing this with an active absenteeism policy and a strong focus on sustainable employability, organisations can meet legal expectations while contributing to a healthy and productive labour market. The task now lies with HR to turn these challenges into opportunities for both employees and employers.