Ein täglicher Briefing über Entwicklungen in den Bereichen Personalwesen, Arbeitsrecht und Compliance in Europa für KMU-HR-Teams in der gesamten EU, im Vereinigten Königreich, in der Schweiz und in den nordischen Ländern.
Top story: Belgium brings back de facto probation with one-week notice periods for new hires
Belgium has effectively reintroduced probation periods for the first time since 2014. Under the Act of 3 June 2026, a statutory one-week notice period now applies during the first six months of any indefinite-term employment contract whose performance begins on or after 1 August 2026. The change applies to both employer-initiated dismissals and employee resignations, and operates automatically by law: no contractual clause is needed.
The practical impact is significant. Under the previous regime, notice periods during the first six months rose progressively from one week (at zero to three months’ seniority) to five weeks (at five to six months). Under the new rules, the notice period remains a flat one week throughout the entire first six months, regardless of the direction of termination. If either party prefers an immediate exit, they may pay an indemnity in lieu equal to one week’s remuneration.
This is part of Belgium’s broadest labour law overhaul in over a decade. Earlier tranches of the same reform package capped employer notice periods at 52 weeks (from 1 January 2026), raised voluntary overtime to 360 hours a year (from 1 April 2026) and abolished the long-standing general prohibition on night work for distribution and e-commerce sectors (from 1 June 2026). Belgium is now one of the few EU member states to offer employers meaningful flexibility to end a new employment relationship quickly during an initial assessment window.
Was zu tun ist: Belgian employers hiring on or after 1 August 2026 should update HR processes to reflect the new notice period schedule. Review whether your current reliance on temporary agency work or successive fixed-term contracts is still necessary, as the shortened notice period may offer a simpler alternative for assessing new hires. Keep in mind that the one-week period cuts both ways: factor faster employee departures into onboarding and retention planning. Continue to document dismissal reasons carefully, as the shorter notice period does not remove the obligation to justify a termination.
Auch die Entwicklung
Frankreich: The new supplementary birth leave (congé de naissance supplémentaire) became available on 1 July 2026, and employers are now managing the first wave of requests. Each parent may take up to two months of additional government-paid leave per child born or adopted from 1 January 2026, to be used within nine months of the birth or adoption. Payment is set at 70% of net salary for the first month and 60% for the second. The leave may be taken in one-month blocks, and both parents may take it simultaneously. Employees must give their employer one month’s written notice before starting the leave. This sits on top of existing maternity (16 weeks), paternity (25 days) and adoption leave entitlements, making France’s combined parental leave offer one of the most generous in Europe. Was zu tun ist: French employers should ensure internal leave policies, payroll systems and workforce planning processes have been updated to accommodate the new entitlement. Inform all eligible employees proactively, as take-up in the first months will set expectations.
Dänemark A change to workplace accident reporting rules took effect on 1 July 2026 under Act No. 1626 of 16 December 2025, raising the absence threshold that triggers a mandatory employer notification. Employers must now report a workplace accident only if it results in at least three days of absence from the employee’s usual work (in addition to the day of the accident), up from the previous threshold of one day. The 14-day reporting deadline from the first day of qualifying absence remains unchanged, as does the obligation to report any accident that may entitle the employee to compensation or benefits. Official guidance stresses that internal recording procedures should continue for all incidents, even those below the new reporting threshold. Was zu tun ist: Danish employers should update internal reporting procedures and manager guidance to reflect the new three-day threshold. Ensure that line managers understand the distinction between the formal external reporting obligation and the continuing need for internal incident documentation.
Norwegen: Amendments to the Working Environment Act that took effect on 1 January 2026 are now fully operational, and the Labour Inspection Authority (Arbeidstilsynet) has begun applying the clarified standards in its supervisory activities. The key change places the psychosocial working environment on an explicitly equal footing with the physical working environment in the employer’s statutory duty of care. Employers must now systematically prevent, map and manage psychosocial risk factors, including high workloads, unpredictable schedules, workplace conflicts, harassment, poor organisational culture and unclear roles. The amendment was motivated by surveys showing that work-related mental health complaints are increasing, particularly among younger employees. Was zu tun ist: Norwegian employers should review their systematic HSE documentation to confirm that psychosocial risks are assessed and managed with the same rigour as physical hazards. Conduct or refresh a psychosocial risk assessment, document findings and assign responsibility for follow-up actions. Employers who have not yet updated internal routines should treat this as a priority, as inspection activity based on the new standards is now under way.
Auf dem Radar
Konsultation zu britischen Null-Stunden-Verträgen (bereits behandelt): closed 25 August 2026. The government’s preferred model would require employers to offer guaranteed-hours contracts based on hours worked over a 12-week reference period.
Spanische flexible Altersrente (bereits behandelt): Königliches Dekret 416/2026 tritt am 28. August 2026 in Kraft.
Opt-out für Ireland My Future Fund (zuvor abgedeckt): window closes at the end of August 2026.
Konsultation zum niederländischen Gesetz über Plattformarbeit (bisher behandelt): closed 24 August 2026.
EU-Plattformarbeiterrichtlinie (bereits behandelt): member states must transpose by 2 December 2026.
Quellen
- Liedekerke: Belgien führt eine gesetzliche Kündigungsfrist von einer Woche während der ersten sechs Monate der Anstellung ein
- Simont Braun: two significant new notice period rules under Belgian employment law
- DLA Piper: Belgien verkürzt Kündigungsfristen während der ersten sechs Monate der Beschäftigung
- Crowell & Moring: Belgian government introduces draft labor law reform
- Transatlantic Law International: Neues französisches zusätzliches Geburtssurlaub tritt am 1. Juli 2026 in Kraft
- Primexis: new birth leave, what changes on 1 July 2026
- Lockton: France introduces new government-paid birth leave
- Eurogip: Denmark changes to the rules for reporting workplace accidents
- Hjort: amendment to the Act on psychosocial work environment
- Halvorsen & Co: psychosocial working environment is equated with the physical working environment
Europe HR Compliance Pulse ist eine Informationszusammenfassung von öffentlich berichteten rechtlichen und regulatorischen Entwicklungen. Dies ist keine Rechtsberatung. Bestätigen Sie die Verpflichtungen für Ihre spezifische Situation und Ihren Markt immer mit einem qualifizierten Berater.
