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> GOVERNANCE - home > Employment protection legislation database - EPLex > Belgium

Belgium - Types of employment contracts


+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 months, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: %
    Remarks:
    • Eurostat, for the year 2017 (still no data available)
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 months, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: %
    Remarks:
    • Eurostat, for the year 2017 (still no data available)
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 months, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: %
    Remarks:
    • Eurostat, for the year 2017 (still no data available)
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 moths, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: 7.8 %
    Remarks:
    • Eurostat, for the year 2016
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 moths, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: 9.08 %
    Remarks:
    • Eurostat, for third trimester 2015
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 0 day(s)

Remarks:
  • The distinction between the maximum probationary periods of blue-collars and white-collars workers has been abolished from 1 January 2014 with the 2013 Law introducing a single status between blue-collars and white-collars workers with regard to notice periods.

    Accordingly, the parties to an employment contract can no longer provide for a probationary period in a contract of employment concluded after 1 January 2014. Should such a clause be introduced, it would be considered invalid and void. Transitional measures apply to clauses concerning probationay periods included in contracts concluded before 1 January 2014.

    However, probationary period may still apply to student occupation contracts as well as to contracts governed by the Act of 24 July 1987 on temporary work.

    Further information: http://www.emploi.belgique.be/defaultTab.aspx?id=41845

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 moths, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: 7 %
    Remarks:
    • Eurostat, for the year 2014
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 12 month(s)

Remarks:
  • The ECA distinguishes between:
    *Blue-collars: min. 7 days and max. 14 days : art. 48 (1) ECA
    *White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 36.355 EUR or 12 months when the yearly wages exceed 36.355 EUR (as of 1st January 2010): art. 67 ECA.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • According to Art. 7 of the Collective Agreement N° 108 , 2013, temporary working contracts for workers who replace other workers, which have been terminated, can only be issued for 6 moths, with the possibility to renew the contract for another 6 months. According to Art. 5 and 6 of the said agreement, temporary employment of workers to meet production peaks or to execute special tasks can only be issued for 1 month (3 months for special tasks). Renewals are possible but they have to be justified separately for each renewal and have to be registered with the public authorities.

      See: CONVENTION COLLECTIVE DE TRAVAIL N° 108 DU 16 JUILLET 2013 RELATIVE AU TRAVAIL TEMPORAIRE ET AU TRAVAIL INTÉRIMAIRE

      Section I - Remplacement temporaire d’un travailleur dont le contrat de travail a pris fin

      Article 7
      § 1er
      . En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé donné avec préavis et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 2. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant cours à la fin du contrat. Une prolongation d'une durée de six mois est possible.

      § 3. En cas de remplacement temporaire d'un travailleur dont le contrat de travail a pris fin autrement que par congé donné avec préavis ou par congé pour motif grave et lorsque ce remplacement s'effectue par le biais du travail intérimaire, la durée du remplacement est limitée à une période de six mois prenant
      cours à la fin du contrat. Des prolongations d'une durée totale maximale de six mois sont toutefois possibles.

      § 4. Les dispositions de cette section ne s'appliquent pas au travail intérimaire pour les entreprises qui ressortissent à la Commission paritaire n° 124 de la construction.
  • % of workforce under FTC: 6.9 %
    Remarks:
    • Eurostat, for the year 2013
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 12 month(s)

Remarks:
  • The ECA distinguishes between:
    *Blue-collars: min. 7 days and max. 14 days : art. 48 (1) ECA
    *White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 36.355 EUR or 12 months when the yearly wages exceed 36.355 EUR (as of 1st January 2010): art. 67 ECA.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
  • % of workforce under FTC: 7 %
    Remarks:
    • Eurostat, for the year 2012
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
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Maximum probationary (trial) period: 12 month(s)

Remarks:
  • The ECA distinguishes between:
    *Blue-collars: min. 7 days and max. 14 days : art. 48 (1) ECA
    *White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 36.355 EUR or 12 months when the yearly wages exceed 36.355 EUR (as of 1st January 2010): art. 67 ECA.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
  • % of workforce under FTC: 8.3 %
    Remarks:
    • Eurostat, third trimester 2010.
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 12 month(s)

Remarks:
  • The ECA distinguishes between:
    *Blue-collars: min. 7 days and max. 14 days : art. 48 (1) ECA
    *White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 36.355 EUR or 12 months when the yearly wages exceed 36.355 EUR (as of 1st January 2010): art. 67 ECA.

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
  • % of workforce under FTC: 8 %
    Remarks:
    • Eurostat, first trimester 2010.
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 12 month(s)

Remarks:
  • White-collars: min. 1 month. The maximum duration is either 6 months or 12 months depending on the amount of the yearly wages: 6 months when the yearly wages are less than 35.638 EUR or 12 months when the yearly wages exceed 35.638 EUR (as of 1st January 2009): art. 67 ECA.

Fixed term contract (FTC):
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • Art. 10 ECA
      However, the employer will be requested to prove that he has objective and material reasons for issuing a FTC only when FTC have been concluded successively without any interruption imputable to the worker.
  • Maximum number of successive FTCs: 4
    Remarks:
    • Art. 10 bis (2) ECA
  • Maximum cumulative duration of successive FTCs: 36 month(s)
  • % of workforce under FTC: 8.2 %
    Remarks:
    • Eurostat, annual average (2009)
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."