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Employment rights in Liège, like the rest of Belgium, are governed by a combination of federal and regional legislation. These laws aim to ensure fair treatment in the workplace, covering areas such as employment contracts, working hours, wages, dismissal procedures, workplace safety, and discrimination protections. Belgium has a well-developed social protection system that sets out clear obligations for employers and rights for employees. Trade unions also play a significant role in negotiating collective agreements that may further improve working conditions. In Liège, local customs and industry-specific practices may additionally affect your rights and obligations at work.
There are various situations where you might require legal assistance regarding employment rights in Liège. Legal advice can be crucial if you are facing unfair dismissal, discrimination at work, wage disputes, breaches of your employment contract, or harassment and bullying. A lawyer can also help if you are negotiating severance pay or need to understand your rights during restructuring or collective redundancies. Both employees and employers may also seek counsel to ensure compliance with complex regulations or to resolve conflicts. A qualified legal professional can represent you before the labour courts and ensure that your interests are protected.
Employment laws in Liège are primarily regulated at the federal level, with some additional regional measures. Key aspects include:
In case of disputes, the Labour Court of Liège (Tribunal du Travail de Liège) is competent to handle most employment matters.
As of 2024, the minimum wage is set at the federal level and currently stands above 1,950 euros per month for a full-time employee. Sector-specific agreements may provide for higher rates.
No, Belgian law requires a legitimate reason for dismissal, and specific procedures must be followed, including notice periods or compensation. Summary dismissal without cause is rarely justified.
The notice period depends on your seniority and the type of contract. For employees, the period increases with years of service, starting from one week in the first months to several months after several years of employment.
You should document the incidents and contact your union or a specialized anti-discrimination body. You may also approach a lawyer or the labour court to assert your rights.
The standard workweek is 38 hours, but collective agreements in some sectors may differ. Overtime is regulated and must be compensated according to law.
Employees are protected by law when on sick leave. You must provide a medical certificate, and your employer cannot dismiss you solely due to illness.
Annual paid leave usually depends on the months worked in the previous year. The standard is 20 working days for a full-time employee.
Employers must take preventive actions and act when harassment or bullying is reported. Victims can file complaints with the employer, the labour inspectorate, or in court.
While written contracts are highly recommended and often required, even unwritten contracts offer legal protection under Belgian labour law.
Yes, joining a trade union is a fundamental right in Belgium that protects your interests and offers legal support in employment matters.
Several organizations and governmental bodies offer assistance and guidance on employment rights in Liège:
If you believe your employment rights have been violated or you are facing a workplace issue you cannot resolve alone, consider taking the following steps:
Acting quickly can be essential, as some legal procedures have strict time limits. Professional legal guidance will help ensure your rights are fully protected and that you can navigate the complexities of Belgian employment law with confidence.
