Best Employment & Labor Lawyers in Hasselt

About Employment & Labor Law in Hasselt, Belgium

Employment and labor law in Hasselt is primarily governed by Belgian federal law, complemented by Flemish regional rules on language use and employment services. Most rules you encounter in Hasselt will be the same as in the rest of Belgium, such as how contracts work, working time limits, leave entitlements, dismissal rules, social security, and health and safety. Because Hasselt is in Flanders, some practical aspects are specific to the Dutch language requirements and local employment services. If you live in Limburg and work across the border in the Netherlands or Germany, cross-border rules may also apply.

Belgium has a strong system of collective bargaining. Many terms of employment are set or supplemented by sectoral collective bargaining agreements known as Joint Committee rules. Wages and certain benefits are often indexed to inflation. Belgian law is protective of employees, sets strict rules on working time and dismissal, and provides structured procedures for disputes in the labor tribunals.

Why You May Need a Lawyer

You may need legal help in Hasselt in several common situations:

- You received a dismissal letter and need to check if the notice period or severance is correct, or if the dismissal was manifestly unreasonable under CBA No. 109.

- You are facing a reorganization or collective dismissal and want to understand your rights to consultation, notice, indemnities, outplacement, and unemployment.

- Your employer is not paying wages, overtime, bonuses, or holiday pay correctly, or there are disputes about company benefits such as meal vouchers, car policy, or group insurance.

- You experience discrimination, harassment, or violence at work and need to use the psychosocial complaint procedures and consider legal action.

- You want to negotiate or review a contract clause such as non-compete, non-solicit, confidentiality, or IP assignment, or you want to safely exit and sign a settlement agreement.

- You are sick or pregnant and unsure about protection against dismissal, guaranteed salary, medical certificates, and reintegration or reasonable accommodations.

- You work part-time, through an agency, as a student, or on platform-based gigs and want to verify your status and protections.

- You are a cross-border worker who lives in Limburg and works partly in the Netherlands or Germany, and you need guidance on social security, telework, and tax coordination.

- You must comply with Flemish language requirements for employment documents or company work rules.

- You need representation at the Labour Tribunal in Limburg or help with mediation and settlement.

Local Laws Overview

- Federal vs regional competence: Core employment rules are federal. Flanders manages public employment services and language use in employment documents. In Hasselt, the default language for employment documentation is Dutch.

- Language rules in Flanders: Employment documents such as contracts, work rules, pay slips, and disciplinary letters must be drafted in Dutch. You may provide translations, but the Dutch version is legally controlling. Breach can lead to nullity and fines.

- Hiring and contracts: Belgian law recognizes open-ended, fixed-term, specific-project, part-time, student, temporary agency, and apprenticeship contracts. Probation periods were abolished in 2014 for most contracts. Agency and student work have specific rules. Each company must have written work rules filed with the Social Law Inspectorate.

- Pay and indexation: Belgium has no single statutory minimum wage, but a nationally guaranteed average minimum monthly income exists and many sectors set higher minima. Wages are typically indexed to inflation under sectoral or company rules. Sectoral 13th month or end-of-year bonuses are common but not automatic in every sector.

- Working time and overtime: The general full-time schedule is typically 38 hours per week, with variations by sector. Overtime is restricted and requires justification or specific frameworks for flexibility. Overtime pay usually includes supplements, commonly at least 50 percent and 100 percent on Sundays and public holidays, subject to exceptions and compensatory rest. Night work and Sunday work are limited.

- Leave entitlements: Full-time employees typically receive 20 paid annual leave days in a 5-day week, calculated on the previous year’s work. There are 10 public holidays, with replacement rules if they fall on Sunday. Paid maternity leave, birth or co-parent leave, parental leave, palliative care leave, and time credit or thematic leaves exist under specific conditions. Holiday pay is calculated differently for blue-collar and white-collar employees.

- Sickness and guaranteed salary: Employees are entitled to employer-paid guaranteed salary at the start of incapacity, with different calculation methods for blue-collar and white-collar workers, after which social security pays. Recent rules limit when a medical certificate is required for very short absences in larger companies, but sectoral or company rules may differ.

- Termination and notice: Notice periods changed in 2014 and are calculated in weeks based on seniority. Employers can dismiss with notice or pay an indemnity in lieu. Employees who resign have separate notice rules. CBA No. 109 requires employers to provide reasons upon request and provides compensation for manifestly unreasonable dismissal. Outplacement is mandatory in certain cases. Special protections apply to works council members, prevention reps, pregnant employees, and during certain leaves.

- Anti-discrimination and harassment: Federal and Flemish laws prohibit discrimination on grounds such as gender, age, disability, race or ethnic origin, religion, sexual orientation, and others. The Well-being at Work Act and the Codex impose obligations to prevent psychosocial risks and set internal and external complaint procedures involving prevention advisors and external services.

- Health and safety: Employers must assess risks, take preventive measures, and work with internal or external prevention services. The Committee for Prevention and Protection at Work is mandatory above certain headcounts.

- Privacy and monitoring: Monitoring of emails or internet use must be proportionate and transparent, with rules under collective agreements and privacy law. Camera surveillance and biometric controls have strict limits.

- Social elections: Every four years, companies above certain thresholds hold social elections for the works council and the prevention committee. The most recent cycle was 2024 and the next is planned for 2028.

- Temporary unemployment: Economic or force majeure regimes allow temporary unemployment with income support if conditions are met. Blue-collar and white-collar rules can differ and sectoral rules apply.

- Dispute resolution and courts: Individual labor disputes in Hasselt are typically brought before the Labour Tribunal of Limburg, Hasselt division. Appeals go to the Court of Labour. Unions often provide representation and conciliation is available.

- Limitation periods and deadlines: Employment claims have different time limits. Some wage claims can reach several years, while dismissal-related steps may be much shorter. For example, an employee generally has two months to request reasons for dismissal and one year to challenge a manifestly unreasonable dismissal. Always check your specific deadline promptly.

- Cross-border and telework: If you live in Limburg and work for a foreign employer or telework across borders, EU coordination rules determine social security affiliation and may allow a significant share of telework without switching systems if conditions are met. Tax and payroll withholding can differ from social security rules. Seek tailored advice early.

Frequently Asked Questions

How do I check if my dismissal in Hasselt was lawful

Review the notice period, the form of termination, and any severance. If you were dismissed, you can ask the employer for the specific reasons within the legal time limit. If the dismissal lacks a valid reason or is manifestly unreasonable, you may claim compensation. Special protections apply to certain categories, such as pregnant employees or union representatives. A lawyer can verify calculations and deadlines and help secure outplacement where applicable.

Can my employer require my contract and work rules to be in Dutch

Yes. In Flanders, employment documents must be in Dutch. You can provide translations, but the Dutch version controls. Language skill requirements for a role must be proportionate to the job.

What are the rules on overtime and supplements

Overtime is restricted and must be justified or organized under a valid framework. When payable, overtime supplements commonly apply, such as at least 50 percent on normal days and 100 percent on Sundays and public holidays, subject to sectoral rules and compensatory rest. Some sectors use working time accounts or fixed schedules that change the calculation. Always check your sectoral collective agreement.

My wages are late or unpaid. What can I do

Start by formally reminding your employer in writing. Keep all pay slips and time records. Your union can intervene. If needed, you can file a claim before the Labour Tribunal or contact the Social Law Inspectorate. In insolvency or closure, the Business Closure Fund can cover certain unpaid amounts under conditions.

How many holiday days do I get

Full-time employees in a 5-day week typically receive 20 paid annual leave days based on the prior year’s work, plus 10 public holidays. New entrants may access European leave or supplementary systems under conditions. Holiday pay is calculated differently for blue-collar and white-collar workers and may be supplemented by sectoral rules.

Are non-compete clauses enforceable in Belgium

Non-compete clauses are strictly regulated. They must be in writing, limited in time and scope, and usually provide a mandatory financial compensation to the employee during the non-compete period. Salary thresholds and sectoral specifics apply, and special rules exist for international and sales roles. Non-solicit and confidentiality clauses are more commonly enforceable if reasonable.

Do I need a medical certificate for short-term sickness

Belgian law introduced limited exemptions for short absences in larger companies, but sectoral and company rules can add conditions. Employers can require certificates in many cases. Check your work rules and any collective agreement. You must notify the employer of your incapacity promptly.

What should I do if I face harassment or discrimination

Document incidents, keep messages and witness details, and contact the internal prevention advisor. You can use the psychosocial procedures and seek help from an external prevention service. Anti-discrimination laws allow claims and protective measures. A lawyer can help choose between internal procedures, inspection complaints, settlement, or court action.

Are zero-hour or pure on-call contracts allowed

Belgium does not allow UK-style zero-hour contracts. Part-time work must have a written schedule or clear rules for variable schedules with minimum notice and guaranteed minimums. On-call systems are possible only under strict sectoral frameworks and with protections against unpredictability.

I live in Hasselt and telework for a Dutch employer. Which social security applies

EU coordination rules determine social security based on where you habitually work. A recent framework allows substantial cross-border telework without changing social security affiliation if conditions are met and if the countries involved are signatories. You may need an A1 certificate. Tax treatment may differ from social security. Obtain individualized advice to avoid unintended switches or double contributions.

Additional Resources

- VDAB Limburg - Flemish public employment service for job seekers, training, and unemployment activation in Limburg.

- Labour Tribunal of Limburg - Hasselt division - competent court for individual employment disputes in the Hasselt area.

- Federal Public Service Employment, Labour and Social Dialogue - policy, inspectorates, and official guidance on labor rules.

- Social Law Inspectorate - Toezicht op de Sociale Wetten - enforcement of wage, working time, and documentation rules.

- Unions in Limburg - ACV, ABVV, ACLVB - legal services and representation for members.

- Employer federations and HR service providers - VBO FEB, Voka Limburg, SD Worx, Partena, Liantis - guidance on employer compliance and payroll.

- External services for prevention and protection at work - support for health and safety and psychosocial risk procedures.

- Business Closure Fund - financial protection in the event of company closure or bankruptcy under conditions.

- Balie Limburg - local bar association and legal aid services for eligible individuals.

Next Steps

- Gather documents: contracts, amendments, job descriptions, work rules, pay slips, time records, emails, and any medical or prevention documents. Keep a timeline of events.

- Check deadlines: dismissal reasons request, challenge periods, wage claim limitation, and internal complaint timelines can be short. Act quickly.

- Identify your sector: find your Joint Committee and sectoral collective agreements. They often set pay scales, bonuses, and working time rules.

- Consider informal resolution: ask HR for clarifications, request reasons for dismissal, or propose a settlement. Keep communications polite and in writing.

- Contact support: unions can assist members with calculations and representation. VDAB can advise on unemployment processes. The Social Law Inspectorate addresses serious breaches.

- Speak to a lawyer: a Hasselt-based employment lawyer can assess your case, calculate notice or indemnities, draft or review agreements, and represent you at the Labour Tribunal. Ask about fees, timing, and settlement strategy.

- Prepare for litigation if needed: your lawyer will evaluate evidence, file claims within deadlines, and explore mediation. Many disputes settle before a full hearing.

This guide gives general information only and is not legal advice. Because Belgian labor law and sectoral rules are detailed and change often, seek personalized advice for your exact situation in Hasselt.