To be valid, a termination with notice must be made in writing and must clearly state the start date and duration of the notice period. Employees can deliver this notice in one of three ways:

• By handing a written document directly to the employer;

• By sending a registered letter, which takes effect on the third working day after it is posted;

• By bailiff’s writ, which takes effect immediately upon delivery.)

Not applicable.

• Salary and any other standard employment benefits during the notice period.

• Accrued unused annual leave

• Holiday pay, where applicable

‘Serious cause’ is defined as a fault so serious that it renders any continuation of the working relationship immediately and definitively impossible.

Written notice. The party terminating on these grounds must terminate immediately or latest within three working days of the serious cause. The notice is to be delivered through registered mail.

Not applicable.

Not applicable.

• Final salary

• Accrued and unused leave

• Holiday pay, where applicable

A termination with notice must, to be valid, be made in writing and state the start and duration of the notice period. The notice must be made:

• either by handing over a written document to the employer;

• either by registered letter. In this case, the notification takes effect on the third working day following the date of its dispatch;

• either by bailiff's writ (the notification takes effect immediately upon delivery of the writ by the bailiff).

This is not applicable unless the employer opts for immediate termination in which case the employee will be paid salary and benefits corresponding to the notice period.

• Salary & standard employment benefits during notice period

• Accrued unused leave

• Holiday pay, where applicable

MTA is a voluntary agreement signed by both parties (employer and employee) to terminate an employment contract by mutual consent.

Mutual termination agreement signed by both parties.

As agreed by the parties.

This is based on the terms of the mutual termination agreement.

There is no statutory severance or gratuity payment simply because a fixed‑term contract ends normally (i.e. at expiry) under Belgian law.

• The employer must pay the employee all wages earned up to the contract’s end date.
• Any accrued but unused holiday leave must also be paid out.
• Non-salary contractual entitlements such as bonuses, benefits in kind, or other agreed allowances must be settled if they were earned under the contract.
• The final pay (the “settlement”) must include all of these amounts.

A party (employer or employee) can terminate a fixed‑term contract during the first half of its duration, subject to a maximum of six months, by giving notice.

Early unilateral termination generally triggers indemnity equal to remuneration for the remaining term.

• Final salary
• Accrued unused leave
• Holiday pay, where applicable

Next pay day following termination.