Sectoral Agreement 2025-2026 for Joint Industrial Committees 116 and 207
In Belgium, social dialogue takes place at 3 levels: interprofessional/federal, sectoral and within the company. In recent months, the wage standard as well as various employment-related measures have been introduced at federal and interprofessional level, thus serving as a basis for sectoral negotiations.
These negotiations were conducted within JIC 116 and 207, resulting in a sectoral memorandum of understanding for the years 2025-2026 (valid from 01.01.2025 through 31.12.2026). Below we provide you with an overview of the most important decisions applicable to your sector for the next year.
1. Remuneration
The gross monthly remuneration will be increased by EUR 17,333 for employees subject to a wage scaled salary as of 01.01.2026.
For blue-collar workers, the gross hourly rate will be increased by EUR 0.10 as of 01.01.2026. The same applies to the minimum hourly rate applicable to workers with 12 months' seniority.
2. Purchasing power
The following measures are outlined:
- Shift premium
As of 01.01.2026, the sectoral shift premium for blue-collar workers will be increased by EUR 0.95 gross/hour for morning and late evening shifts, and by EUR 3.10 gross/hour for the night shift.
- Meal vouchers
Provided that the legislation is fully implemented (not only the increase in the nominal value of meal vouchers to EUR 10 and the exception to the wage standard but also the increased deduction at a corporate income tax level which is still to be adopted), the following will apply as of 01.04.2026 in companies that do not conclude collective labour agreements on salaries ("the so-called "non-conventioned" companies):
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Either meal vouchers are already granted -> increase of the employer's contribution by EUR 2.
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Or meal vouchers are not yet granted -> meal vouchers are introduced with an employer contribution of EUR 2 and an employee contribution of EUR 1.09.
These rules are valid for all blue-collar and employees subject to a wage scaled salary, except for students and non-sedentary workers who receive a meal allowance, as well as workers in "non-conventioned companies" with a company restaurant subsidized by the employer (unless these employees already benefit from meal vouchers at company level).
Companies will already be able to increase the employer contribution in meal vouchers or introduce same as of 01.01.2026. In this case, the amount of the increase or introduction will be deducted from the amounts mentioned above.
Action point: Please inform your Payroll Business Partner if you wish to increase the nominal value of your meal vouchers before 01.04.2026.
3. Flexi-jobs
To the extent that flexi-job rules will be extended to all sectors, they are in principle excluded. However, companies retain the right to conclude an agreement in this regard, but only in sofar as a trade union delegation or trade union representatives are present in the company.
4. Maternity and Breastfeeding Leave
As of 01.01.2026, the supplementary livelihood security allowance in case of suspension (complete interruption) due to pregnancy and breastfeeding will be increased by EUR 18 per non-worked days
5. Feasible work
In order to financially support the transition from a full-continuous shift regime, 3 alternating shifts or fixed night shift to a day shift, the collective labour agreement on feasible work will be extended, as of 01.07.2026, to employees with 35 years of seniority (they will keep their shift premium for 9 months). The other terms and conditions remain unchanged.
6. Livelihood security allowance in the event of dismissal for economic, technical or structural reasons
As of 01.01.2026, the compensation scheme in force for blue-collar workers will be extended to employees paid under waged scale. In concrete terms, this means that employees who are paid under a waged scale will be entitled to an additional allowance provided by the employer when they are dismissed for the reasons mentioned above.
7. Trade union delegations threshold for blue-collar and white-collar workers paid under a waged scale
As of 01.01.2026, in companies with a minimum of 25 and a maximum of 29 blue-collar workers or, respectively, employees paid under a waged scale, a trade union delegation will only be formed if 50% + 1 (rounded to 13 if the result is 13.5) of the blue-collar workers, resp. employees with a salary scale request it in writing. The request must be addressed to the president of the JIC.
8. Time credit
The existing 51-month care time credit and 36-month training plans will be extended until 30.06.2027.
9. Additional allowance for 1/5 and 1/2 end-of-career jobs
Blue-collar workers and employees paid under a waged scale who met the conditions of the CLA of 29.06.2023 can continue to receive an additional monthly allowance of EUR 40 from the employer in 2025 (all-inclusive cost).
From 2026 onwards, the following provisions will apply (subject to more favorable provisions at company level):
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The amount of the additional monthly allowance is increased to EUR 80 gross for blue-collar and employees (whether or not subject to waged scale salaries) who receive an allowance from the ONEM in the context of a 1/5th-time end-of-career job, and who are at least 60 years old and have at least 5 years' seniority in the company. The additional indemnity lapses as soon as no actual performance has been provided for an uninterrupted period of 12 months.
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The same regime also applies, under the same conditions, to part-time end-of-career jobs.
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The age of 60 will be lowered to 55 for arduous jobs.
Action point: Please inform your Payroll Business Partner if you would like to set up more favorable arrangements at a company level.
10. End of Career
As long as it remains fiscally advantageous, blue-collar workers and employees subject to waged scale salary employed by non-conventioned companies will receive a net bonus at the end of their career (i.e. at – early - retirement) of at least EUR 40 per year of seniority, with a maximum of 1.000 EUR :
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Provided that they have either worked alternating shifts or fixed night shifts for 5 years in the last 10 years, or alternating shifts or fixed night shifts for 7 years in the last 15 years.
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A balance only must be paid if they are already receiving other monetary benefits at the occasion of their (early) retirement, depending on what applies within the company.
11. Age related leave day
As of 01.07.2026 (and subject to more favorable provisions at company level), age related leave will be increased to 2 days of leave for employees aged 60 and above, provided that:
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The average working time equals 38 hours on an annual basis.
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These employees are not entitled to all seniority days (and it being understood that the sum of the age related leave and seniority days cannot exceed 3).
Action point: Please inform your Payroll Business Partner if you are envisage to introduce a more favorable arrangement at a company level.
12. Mobility
As of 01.07.2026, the employer does not only have to contribute to the cost of a seasonal train pass, but also, after submission of the necessary supporting documents, to the cost of a monthly parking pass in SNCB car parks. The employer's cost is capped at maximum EUR 30 per month and is prorated according to the subscription formula.
Action point: Please inform your Payroll Business Partner if you need to contribute to parking costs.
