A full-time indefinite contract is legally valid even if concluded orally, but any special clause (training clause, non-compete) requires a WRITTEN agreement to be enforceable. Pay may never fall below the joint-committee barema.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
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FULL-TIME INDEFINITE EMPLOYMENT CONTRACT (ARBEIDSOVEREENKOMST ONBEPAALDE DUUR, VOLTIJDS / CONTRAT À DURÉE INDÉTERMINÉE, TEMPS PLEIN)
Between: , the "Employer", and: , the "Employee". Contract date: . Joint committee: .
1. LEGAL BASIS 1.1. A full-time indefinite employment relationship is legally valid in Belgium even if only concluded orally. This written contract is recommended as standard practice and is REQUIRED to make the special clauses in §7 enforceable. 1.2. Probation clauses (proeftijd) were abolished for ordinary employment contracts in 2014 (they remain possible only for student and temporary-agency contracts).
2. POSITION AND WORKPLACE 2.1. Position: 2.2. Place of work:
3. START DATE 3.1.
4. SCHEDULE 4.1.
5. PAY 5.1. 5.2. ⚠️ Pay may never fall below the barema set by for the position and seniority above.
6. ⚠️ MANDATORY LANGUAGE REGIME 6.1. The language of this contract is determined by the location of the operating office (Flanders — Dutch; Wallonia — French; Brussels — Dutch or French per worker's language; German-speaking Community — German), NOT by the parties' choice.
7. ⚠️ SPECIAL CLAUSES (ONLY ENFORCEABLE IF WRITTEN) 7.1. Training clause (scholingsbeding): 7.2. Non-compete clause:
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.
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4 of 11 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.