Under the 2014 unified statute (Wet betreffende het eenheidsstatuut), the notice period runs in weeks by seniority; the notice MUST be served by registered letter or bailiff — never handed over in person — and starts running the following Monday.
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EMPLOYER NOTICE OF TERMINATION (OPZEGBRIEF WERKGEVER / LETTRE DE PRÉAVIS)
Employer: Employee:
1. LEGAL BASIS 1.1. Under the Wet betreffende het eenheidsstatuut (2014 unified statute), the employer's notice period runs in WEEKS according to the employee's seniority, set out in a statutory table — always verify the CURRENT table rather than relying on a fixed number. 1.2. Seniority: years. Notice period applied: weeks. 1.3. ⚠️ Contract start date: . For contracts starting ON OR AFTER 1 June 2026, a reform caps the maximum employer notice period at 52 weeks, reached at 17 years' seniority — confirm which regime applies before finalising the figure above.
2. ⚠️ MANDATORY DELIVERY METHOD 2.1. Delivery method: 2.2. Notice may ONLY be validly served by registered letter (effective the 3rd WORKING DAY after posting) or through a bailiff (gerechtsdeurwaarder/huissier) — it may NEVER be simply handed to the employee in person. 2.3. Date sent: .
3. NOTICE PERIOD 3.1. The notice period always starts on the MONDAY following the effective delivery date. 3.2. Notice period start date: . 3.3. Last working day: .
Employer ______________ / on behalf of /
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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