For employees and employers
Calculate the notice period 2026 (Belgium)
In Belgium there is no transition payment: the employer observes a notice period or pays a payment in lieu of notice. The length depends on seniority at the start of the notice. For employees who are dismissed or resign, and for employers.
Notice period
| Breakdown | Amount |
|---|
Explanation: calculate the notice period
The notice period (also: notice period) depends on seniority at the start of the notice and on who gives notice. If the employer dismisses without having the notice worked, it pays a payment in lieu of notice equal to the salary for that period. The Dutch transition payment does not exist in Belgium.
Frequently asked questions
How is the notice period calculated?
The notice period is expressed in weeks and depends on seniority at the start of the notice. If the employer gives notice, it rises from 1 week (less than 3 months) to, for example, 15 weeks after 4 years; if the employee resigns, the period is shorter, with a maximum of 13 weeks.
What is a payment in lieu of notice?
If the employer does not have the notice period worked, it pays a payment in lieu of notice: the current salary plus the benefits under the contract for the length of the notice period.
What changes in 2026 to notice periods?
For employment contracts starting from 1 June 2026, a maximum of 52 weeks applies when the employer gives notice. For contracts from 1 August 2026, the period in the first 6 months is 1 week.
When does the notice period start?
If the employer gives notice, the period starts on the Monday after the week in which the notice was served.
Note: indicative, not advice
This calculation is an indication based on general statutory rules and 2026 rates and does not constitute tax, legal or payroll advice. The payment in lieu of notice is approximated as number of weeks × (12 × monthly salary + year-end bonus + 92% double holiday pay) / 52; officially it is the current salary plus all benefits acquired under the contract. Not included: contracts from before 2014 (two parts), deviating sector periods, dismissal for serious cause, counter-notice, outplacement, employability measures, manifestly unreasonable dismissal and notice during suspension. No rights can be derived from this result.
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Sources & values used
| Item | Amount | Status |
|---|---|---|
| Notice by employer (start from 1-1-2014) | < 3 m: 1 wk · 3–6 m: 3–5 wk · 6–12 m: 6–7 wk · 1–2 j: 8–11 wk · 2 j: 12 · 3 j: 13 · 4 j: 15, daarna +3 per jaar tot 19 j: 60 · 20 j: 62 · 21–23 j: 63–65 · daarna +1 per jaar | FPS Employment |
| Contracts started from 1-6-2026 | maximum 52 weeks when the employer gives notice | FPS Employment |
| Contracts started from 1-8-2026 | 1 week in the first 6 months; maximum 52 weeks | FPS Employment |
| Resignation by employee | < 3 m: 1 · 3–6 m: 2 · 6–12 m: 3 · 12–18 m: 4 · 18–24 m: 5 · 2–4 j: 6 · 4–5 j: 7 · 5–6 j: 9 · 6–7 j: 10 · 7–8 j: 12 · ≥ 8 j: 13 weken | FPS Employment |
| Compensation in lieu of notice | weeks × annual salary / 52 | approximation |
| End date of notice period | start + weeks × 7 days (without suspensions) | approximation |
- FPS Employment – Dismissal by the employer: notice periods (contracts from 1-1-2014, 2026 changes) (in Dutch)
- FPS Employment – Resignation by the employee: notice periods (in Dutch)
Checked on 6 October 2026.