Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 05 JULY 2023

Workers Employed Before 1 January 2014: Impact Of The Legislative Amendment On Terminations

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

An act was approved amending the transitional provisions for workers employed before 1 January 2014. These transitional provisions provide, inter alia, for a calculation of the notice period in two parts...

BelgiumEmployment and HR
Kris De Schutter
Kris De Schutter
Emma De Clercq
Emma De Clercq
Gieljan Van Mellaert
Gieljan Van Mellaert

An act was approved amending the transitional provisions for workers employed before 1 January 2014.

These transitional provisions provide, inter alia, for a calculation of the notice period in two parts (part 1: seniority up to 31 December 2013 and part 2: seniority from 1 January 2014) regardless of the terminating party. Furthermore deviating maximum notice periods apply when higher level white-collar workers resign.

The act also "seems" to impact the notice period in case of termination of higher level white-collar workers by the employer.

We discuss the implications of the legislative amendment in this contribution.

Maximum notice period of 13 weeks for employee termination

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

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

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

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

Belgium’s Pension Reform: Early Retirement And The Bonus–malus Impact For HR

Belgium's 2025-2029 pension reform introduces significant changes to early retirement eligibility and implements a new bonus-malus system designed to incentivize longer working careers. The reforms increase the minimum working days required for pensionable years from 104 to 156 FTE days and establish financial rewards for postponing retirement beyond statutory age while penalizing early retirement with insufficient career years.
BelgiumEmployment and HR
Loyens & Loeff
Loyens & Loeff
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

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
Article

OECD Consultation On Chapter VII (Intra-Group Services): Submitted Comments And Key Considerations

The OECD's proposed revisions to Chapter VII of the Transfer Pricing Guidelines represent the most extensive rewrite of intra-group services guidance in years, introducing new requirements for accurate delineation, expanded benefit testing, and dedicated documentation standards. Loyens & Loeff's Transfer Pricing team has submitted detailed comments assessing whether these changes reduce compliance burdens or risk increasing double taxation for multinational enterprises.
NetherlandsTax
Loyens & Loeff
Loyens & Loeff