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Summer is over, the leaves are starting to fall... and for HR departments, it’s the starting signal for a real marathon! Between wrapping up year-end tasks and strategically preparing for the 2026 HR reforms, there’s no shortage of challenges ahead.
But don’t panic! 😉 To help you navigate the changes, here’s our breakdown of the five major legal obligations that await employers.
Here are the five key topics you should tackle now to avoid being caught off guard.
This is the big 2026 reform to prepare for. The mobility budget will become mandatory as of January 1, 2026, for all companies that offer company cars. (Securex)
What does this mean in practice? You’ll be legally required to offer an alternative to the company car. Employees will remain fully free to choose between the car and other mobility options. Now is the perfect time to review your car policy and turn it into a true sustainable mobility plan.
That’s exactly the mission of platforms like Skipr: helping organizations transition through a single app that enables complete management of sustainable mobility for your teams.
The much-debated FLA, postponed to January 1, 2026, is a great example of a “work in progress.” The delay isn’t trivial: the original version, deemed far too administratively heavy by stakeholders, is currently being simplified. (Securex) The goal is to move toward a “light” version that leverages existing data to avoid tedious double encoding.
But be careful — the delay doesn’t change the fundamentals! The individual right to training (the goal of five days per year) and the requirement for companies with more than 20 employees to have an annual training plan both remain in force.
Tools like eBloom can be real allies here: they allow you to centralize training plans, monitor budgets and completed actions, while maintaining a clear overview of each employee’s development path. The idea is simple, to provide you with automated and comprehensive reporting. A major time-saver to meet this obligation.
Europe is pushing for greater pay transparency, and that’s great news for fairness! By June 7, 2026, Belgium must have transposed the EU Pay Transparency Directive into national law. (Group S)
This directive introduces several clear and direct obligations for employers. Here are the key measures Belgium will need to implement:
Far from being a burden, this is an excellent opportunity to formalize, promote, and communicate the fairness of your pay practices.
A major reform of the unemployment insurance system will take effect on March 1, 2026. (ONEM) It includes two key components every employer should understand:
Alongside the unemployment reform, Belgium’s pension system will also undergo structural change in 2026. (Federal Pension Service) The idea of a simple “bonus” is being replaced with a real “Bonus-Malus” system:
For HR departments, this means revisiting end-of-career communication and possibly adapting pre-retirement plans.
2026 is shaping up to be a genuine strategic crossroads for HR. The mobility budget, pay transparency, Federal Learning Account, and social security reforms aren’t just legal checkboxes, they’re the foundation of tomorrow’s employee experience.
Anticipating them means strengthening your employer brand, retaining talent, and aligning your social policies with the expectations of a rapidly evolving workplace.
The real question isn’t whether you’ll adapt, it’s how you’ll leverage these changes to become an employer of choice. The marathon has begun: are you ready to take the lead?
From HR digitalization to AI integration and new employee expectations, the human resources sector is rapidly changing. Based on responses from over 450 Belgian companies, our report gives you a head start to prepare your teams and strategy for the realities of tomorrow.
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