Belgium Employment Guide

Navigating Employment Termination Requirements

Terminating employment relationships requires careful adherence to complex regulations and country-specific labor laws. The separation process should always be managed collaboratively between employers and key stakeholders, potentially involving special considerations and mandatory steps depending on termination circumstances.

Employers may terminate employment agreements by providing proper legal notice or offering payment in lieu of notice, with the latter resulting in immediate contract termination.

Employees who believe their dismissal was unjustified may file appeals through judicial channels. Courts may mandate additional compensation if they determine the termination was unfair or improperly handled.

Understanding Notice Period Requirements

For employment relationships lasting three months or longer, the minimum notice period typically begins at two weeks. Required notice periods progressively increase based on the duration of employment.

Severance Pay Considerations

Generally, severance payments apply primarily when proper notice hasn't been provided to employees.

SailGlobal implements severance accruals across all employment agreements in this jurisdiction to protect clients from unexpected financial liabilities. With extensive expertise in global litigation risk management, SailGlobal's severance calculations incorporate current common law, statutory rights, and local best practices. Should employees resign or become ineligible for severance, any unused accruals are fully refunded to clients.

International Termination Case Examples

Consider a multinational technology firm that recently navigated termination procedures in this jurisdiction: After five years of employment, they provided a four-week notice period instead of the statutory three weeks, demonstrating good faith and avoiding potential legal challenges.

Another case involved a manufacturing company that utilized SailGlobal's severance accrual system, which protected them when restructuring required unexpected terminations. The pre-allocated funds covered all obligations without impacting operational budgets.