Sectoral agreement 2025-2026 for the Joint Industrial Committee 200
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 200, resulting in a sectoral memorandum of understanding for the years 2025 – 2026 (valid from 1 January 2025 until 31 December 2026). Below we provide you with an overview of the most important decisions applicable to your sector for the coming year.
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End-of-year premium
As of 1 January 2026, certain rules related to the end-of-year premium will be relaxed and its calculation will undergo some adjustments:
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5 days of temporary unemployment (whether due to a lack of work for economic reasons or force majeure) will be taken into account in the calculation of the end-of-year premium. Until now, these periods of suspension from work were not assimilated.
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An employee dismissed by their employer during the year (except in the case of serious misconduct) will retain their right to the end-of-year premium, even if they has given a counter-notice. Previously, the dismissed employee lost their right to the end-of-year premium as a result.
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An employee who resigns or whose contract is terminated by mutual agreement will now be able to claim an end-of-year premium proportional to their performance, if he or she has at least 3 years of seniority in the company, compared to the 5 years required until now.
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Time credit
The time credit scheme (including the time credit scheme with cause) will be extended for the period from 1 January 2026 until 30 June 2029.
The sector also maintains the supplementary allowance financed by the Social Fund for employees:
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Who start an end-of-career time credit at the rate of 1/5th from the age of 60 or over;
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Who start an end-of-career time credit from the age of 55 or over, within the framework of the NLC’s CLA Nos. 179 and 180 (concerning long careers of 35 years, heavy trades and 20 years of night work).
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Paid leave of absence (bereavement leave)
From 1 January 2026, two additional paid days of absence will be added in two situations related to bereavement.
For these two additional days, the employee will have the right to be absent while maintaining their normal salary.
It concerns:
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Death of the worker's spouse, cohabiting partner or child (or their spouse or cohabiting partner). In this case, the total duration of the leave is increased to 12 days (10+2). Three of these days must be taken between the day of death and the day of the funeral, while the remaining 9 (7+2) days may be used within one year at the employee's discretion. At the request of the employee and with the agreement of the employer, it is possible to derogate from these two periods.
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Death of the father, mother, father-in-law, second husband of the mother, mother-in-law or second wife of the worker's father (or their spouse or cohabiting partner). In this case, the total duration of the leave is increased to 5 (3+2) days, of which 3 days must be taken between death and funeral, and two additional days may be used in the following year at the employee's discretion. Again, an exception to the periods set is possible with the agreement of the employer.
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Mobility
Public transport by rail
From 1 January 2026, the employer will cover 100% of the price of the 2nd class train card, from the first kilometre (instead of 80% currently).
It is possible to conclude a third-party payment scheme with SNCB/NMBS, thus allowing an additional 20% intervention by the public authorities, resulting in a 100% reimbursement at no additional cost to the employer.
Bicycle allowance
From 1 October 2026, employees who regularly cycle to work will receive an allowance of EUR 0.32 per kilometre travelled, up to a maximum of EUR 12.80 per day (i.e. a maximum of 40 km round trip).
Private transportation
As of 1 January 2026, the amount of the gross annual remuneration ceiling considered for the employer's contribution to private transport costs (currently EUR 34,654) will be adjusted. Each year, this capped amount will be adjusted according to the evolution of the smoothed health index, as from 1 January 2027.
