1. More room for voluntary overtime
The annual ceiling for voluntary overtime increases from 220 to 360 hours.
- 240 of these hours are exempt from social security contributions and taxes.
- The measure applies retroactively as from 1 April 2026.
- Part-time employees may perform voluntary overtime in case of a temporary increase in workload, provided they have at least three years of seniority.
2. New rules on night work
The general prohibition on night work is lifted. Night work remains defined as work performed between 8:00 p.m. and 6:00 a.m. For companies in the distribution and e-commerce sectors, an adapted definition applies: night work is defined there as work between 11:00 p.m. and 6:00 a.m.
3. Lower minimum threshold for part-time work
As from 1 June 2026, the minimum duration of a part-time employment contract is reduced from one-third to one-tenth of a full-time position. This measure provides greater flexibility for employers and creates additional opportunities for workers with limited availability
4. Simplification of the work regulations
Employers are no longer required to include all possible full-time schedules in their work regulations. A general framework is now sufficient, including:
- Working days;
- Working time window;
- Daily working hours;
- Weekly working hours.
This reduces administrative burden and increases flexibility.
5. Extension of seasonal work in agriculture and horticulture
Rules on occasional work are adjusted. Temporary agency workers in horticulture and agriculture now receive the same quotas as other seasonal workers:
- 100 days of occasional work in horticulture.
- 50 days of occasional work in agriculture.
This allows seasonal sectors to better manage peak periods.
Questions about the impact of these changes on your organisation? Our HR experts are happy to provide tailored advice.