Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 27 NOVEMBER 2025

National Strike In Belgium: A Q&A

Loyens & Loeff
Loyens & Loeff
Contributor
Loyens & Loeff

Loyens & Loeff

One firm: Law and Tax Loyens & Loeff is a leading independent, full-service law and tax firm in...

View firm profile
Explore more from Loyens & Loeff

From 24 to 26 November 2025, employees of several companies will go on strike. In other companies, employees will not be on strike, but even these companies will feel the impact of the union actions.

BelgiumEmployment and HR
Kris De Schutter
Kris De Schutter
Charlotte Pauwels-Devillé
Charlotte Pauwels-Devillé

From 24 to 26 November 2025, employees of several companies will go on strike. In other companies, employees will not be on strike, but even these companies will feel the impact of the union actions. Here are some tips and tricks for employers:

As an employer, do I have to pay salary if public transportation is on strike and Peter does not get to work?

In principle, salaries remain due when an employee's delay or absence is not due to the employee himself. However, this requires that the employee attempts to travel to work as he would do on any other day. In addition, the cause of the delay or absence must have occurred at the time the employee is on his way to work. In other words, if the strike was already announced and therefore foreseeable, no salaries are due.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Workplace AI In APAC: Regulation And The Direction Of Travel

Artificial intelligence is transforming workforce management across Asia-Pacific, yet most jurisdictions rely on existing employment and data protection laws rather than AI-specific legislation. Governments supplement these frameworks with ethical principles and voluntary guidance, though recent developments in Australia and Malaysia suggest a shift toward more targeted oversight of AI systems that significantly impact workers.
GlobalEmployment and HR
Ius Laboris
Ius Laboris
Article

Mandatory Registration Of Working Time As Of 2027: The Clock Is Ticking

Belgium is set to implement mandatory working time registration by January 2027, following a 2019 European Court of Justice ruling that requires EU Member States to establish objective and reliable systems for measuring employee working hours. A draft bill has been submitted to the National Labour Council, outlining requirements for employers across all sectors while providing specific exemptions for certain employee categories and offering flexibility in implementation methods.
BelgiumEmployment and HR
ALTIUS
ALTIUS
Article

EU Pay Transparency Directive: Which Countries Have Transposed?

The EU Pay Transparency Directive mandates that employers with over 100 workers regularly report detailed gender pay gap information, with strict timelines to address disparities of 5% or more. The Directive also grants employees and job candidates significant pay transparency rights, including access to salary ranges and comparative pay data. This interactive map tracks the transposition status of the Directive across European Member States as the June 2026 deadline approaches.
European UnionEmployment and HR
Ius Laboris
Ius Laboris
Article

EU Pay Transparency Transposition: Belgium Implements Public Sector Portion, Private Sector Still To Come

Belgium has partially implemented the EU Pay Transparency Directive for its public sector, but private-sector employers await comprehensive federal legislation. While the transposition timeline remains uncertain, the Directive provides a clear framework for anticipated requirements including recruitment transparency, objective pay structures, employee information rights, and gender pay gap reporting that employers should begin preparing for now.
European UnionEmployment and HR
Jackson Lewis P.C.
Jackson Lewis P.C.
Article

Youth In The Digital Age: Challenges And Opportunities

As digital transformation accelerates and AI reshapes the workplace, young workers face mounting challenges in acquiring relevant skills and securing entry-level positions. This analysis examines how technological evolution, remote work dynamics, and AI-driven recruitment are creating new barriers for youth employment, while highlighting innovative government initiatives across Europe, North America, and Asia-Pacific that are helping bridge the digital skills gap.
BelgiumEmployment and HR
Ius Laboris
Ius Laboris
Article

Getting Restructuring Right In Australia And New Zealand: FAQs For Employers

Employers planning workforce reductions in Australia and New Zealand face distinct legal frameworks that require careful navigation. While both jurisdictions mandate genuine business reasons and employee consultation, critical differences in timing, process requirements, and redeployment obligations can significantly impact restructuring outcomes. Understanding these nuances is essential for organizations managing cross-border redundancy programs to minimize legal risk and operational disruption.
GlobalEmployment and HR
Ius Laboris
Ius Laboris
Article

OECD Releases New Pillar Two Guidance, Updated GIR And Framework For Legislative Reviews

The OECD has released new administrative guidance on Pillar Two's Global Anti-Base Erosion (GloBE) Rules, addressing explicitly conditional taxes and QDMTT safe harbour operations. The package includes an updated GloBE Information Return incorporating permanent safe harbours and establishes a peer review framework for assessing whether domestic legislation aligns with international standards.
NetherlandsTax
Loyens & Loeff
Loyens & Loeff
Article

Introduction Of A New Swiss Transparency Register

Switzerland's new Legal Entities Transparency Act introduces a centralised federal register of beneficial owners, fundamentally changing how Swiss companies must identify, document and report ultimate ownership and control structures. The regime imposes strict reporting deadlines beginning in late 2026, with criminal sanctions for non-compliance reaching up to CHF 500,000 for intentional breaches. Companies must now navigate complex look-through requirements, enhanced documentation obligations, and ongoing
SwitzerlandCorporate/Commercial Law
Loyens & Loeff
Loyens & Loeff