In previous blogs, we have mentioned how Belgium is high up in the ranks of countries with employees on long-term absence, and how our new(ish) government wants to tackle this national disease on different fronts.
The first chapter of this ambitious plan came into force on 1 January 2026. We have summarised the changes below, starting with the one that has a concrete call to action for employers:
1. Going forward, all employers will be required to keep in touch with employees who are absent from work due to incapacity. A specific procedure must be included in the employee handbook, which should specify at least the following: who will contact the employee who is unfit for work; and the frequency of such contact.
This “keeping in touch” procedure aims to facilitate and prepare for the employee’s return to work.
The employee handbook should be adjusted as soon as possible, but the social inspectorate will be lenient in the coming weeks, to allow employers to introduce these provisions.
2. Employees will have the ability to ask their employer to consider whether an adjustment to their workstation and/or adapted/alternative work is possible, not only during a period of sick leave, but also prior to that, if they are at risk of becoming incapacitated due to health problems.
Employers are not obliged to comply with this preventative request, but they must inform the employee of their decision as soon as possible.
3. With the consent of the employee, employers may (but are not...
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